Dubai, United Arab Emirates
Dynamic HR Professional | Strategic Partner | Talent Development Advocate I am a highly motivated and strategic HR professional with a proven track record in enhancing organizational performance through effective human resource management. With over [X years] of experience in diverse, multicultural environments, I specialize in developing and implementing innovative HR strategies that foster employee engagement, drive talent development, and align with organizational objectives. My background includes expertise in recruitment, performance management, and employee relations, ensuring that HR initiatives not only support but also enhance business goals. I thrive on building strong partnerships with senior leaders, providing consultative support to optimize workforce planning, talent acquisition, and employee development programs. I am passionate about creating inclusive workplace cultures that prioritize diversity and well-being while navigating complex challenges with empathy and strategic insight. I am eager to connect with like-minded professionals and explore opportunities to contribute to organizational success and employee growth. Let's connect!
General Contractor for large-scale, complex construction projects, operating in over 20 countries with 10,000 employees • Led HR strategies for international branches across Europe, Asia, and Africa, managing over 8,500 employees. • Designed and implemented HR frameworks for new markets, including Lithuania and Latvia (200 employees). • Established recruitment pipelines in Russia (150 employees) and Romania (50 employees), ensuring fast and efficient onboarding. • Developed a comprehensive HR management system for international personnel, enhancing global consistency and alignment.
Regional HR Manager responsible for definition implementation and control of consistent local HR guidelines, policies and procedures in foreign subsidiaries and operating projects Main Achievements • Employee Relations: set up of HR policies and procedures for Lithuania and Latvia branches and related projects – 200 employees. • Recruitment: set up of operating process to recruit o Russia: 150 employees, no blue collars o Romania: 50 employees, no blue collars • Organization: definition, set up and implementation of an HR management system for foreign based personnel – ca. 1,500 employees
Regional HR Director responsible for definition implementation and control of consistent local HR guidelines, policies and procedures in foreign subsidiaries and operating projects Main Achievements • Employee Relations: set up of HR policies and procedures for Lithuania and Latvia branches and related projects – 200 employees. • Recruitment: set up of operating process to recruit o Russia: 150 employees, no blue collars o Romania: 50 employees, no blue collars • Organization: definition, set up and implementation of an HR management system for foreign based personnel – ca. 8,500 employees
Regional HR Director responsible for definition implementation and control of consistent local HR guidelines, policies and procedures in local subsidiaries and operating projects Main Achievements • Employee Relations: Uniform HR Policy implementation across the Middle East (UAE, Saudi) and Pakistan – 2,000 employees o Recruitment policy o Employee Handbook o Travel policy o Performance Appraisal Policy o Compensation Policy o Company Code of Practice • Recruitment: selection and employment of 5 first level managers (dept head) in the Area for 3 different projects – 2 months • Workforce Planning: preparation and definition of manpower plan (3 years) for 3 solar projects in Saudi and Chile o Only white collars – 100 per project o 1,5M AED/Year (Saudi) vs. budget 1,6M AED/year o 4M USD/Year (Chile) in line with budget
Regional HR BP responsible for definition implementation and control of consistent local HR guidelines, policies and procedures in local subsidiaries and operating projects Main Achievements • Employee Relations: Uniform HR Policy implementation across the Middle East (UAE, Saudi) and Pakistan – 2,000 employees o Recruitment policy o Employee Handbook o Travel policy o Performance Appraisal Policy o Compensation Policy o Company Code of Practice • Recruitment: selection and employment of 5 first level managers (dept head) in the Area for 3 different projects – 2 months • Workforce Planning: preparation and definition of manpower plan (3 years) for 3 solar projects in Saudi and Chile o Only white collars – 100 per project o 1,5M AED/Year (Saudi) vs. budget 1,6M AED/year o 4M USD/Year (Chile) in line with budget
General Contractor specializing in large-scale, complex infrastructure projects, operating in over 50 countries with 35,000 employees • Managed HR operations for 10,000 employees across the GCC and APAC regions, leading talent initiatives and cost optimization. • Implemented a new organizational model, ensuring compliance and driving process improvements. • Achieved a 5% annual reduction in HR costs through innovative workforce planning, saving AED 3.6 million per year. • Launched leadership and development programs for 45 high-potential talents, enhancing retention and performance.
Regional HR responsibility across South East Asia region (China, Thailand, India – 8,000 staff) and headquarters/corporate Business Units (c. 900 staff) Responsible for: • Manpower needs: timely recruitment via internal or external (market) sources • HR Management: compliance with national labour contract and company policies: talent development, training, appraisal, Compensation & Benefits. • Resource mobilisation: international assignments from Headquarters to foreign subsidiaries and vice versa • HR Policies definition for foreign subsidiaries. Main Achievements o Process Improvement – Appraisal / Comp & Ben: performance management system definition and implementation to award max 30% of the population by developing a strict and uniform evaluation system (covering 900 staff) o Training / Talent Development: Corporate Academy constitution to provide training to mid-top management and young engineers by leveraging internal and external sources (partnering with top universities). In Italy (ca 600) and China (ca 300). o Manpower Planning / HR Cost: Expat cost optimisation by leveraging local and international employment laws without impacting on expat net package. 200 staff involved – 350m EUR/year saving. o Manpower Planning: preparation and definition of 2 manpower plans for Thailand workshop (4,000 employees) and India workshop (2,000 employees)