Gideon Fick

Team size: EMEA 23

Reporting to: VP HR EMEA

www.cepheid.com / www.danaher.com

Key Responsibilities

• Strategic HR Business Leader supporting Middle East, North Africa and CIS region ensuring people strategy is an enabler to business priorities and growth initiatives.
• Talent Acquisition - Regional workforce planning and end-end recruitment - Planned, organized and managed recruitment and selection processes, consistently meeting on time delivery of time to fill and budget targets.
• Talent Management - Led and facilitated regional talent management and review process - Created succession plans and career progression plans for high potential talent.
• Coached leadership teams and developed organizational leadership capacity - Conducted training and implementation of core behaviours and competency frameworks linked to career framework and job levels.
• Oversaw effective performance management through leadership coaching, including goal setting, fair performance assessments, preparing leaders for feedback conversations.
• Analyzed market data to create competitive compensation and benefits packages and implemented remuneration and reward programs aligned with key retention initiatives.
• Employee Engagement - Manage and coordinated the employee engagement full cycle from survey administration, survey results, action plans and implementation of change initiatives to drive improvement in engagement scores.
• Culture, Diversity, Equity and Inclusion - Strategic business partner in deepening the deployment of D&I strategy to accelerate and improve diverse slate and representation in region.
• Improved business HR policies by guiding and collaborating with managers.
• Facilitated new hire on-boarding program by scheduling training initiatives, resolving issues and processing paperwork.

Key Achievements

• EMEA Project leader for implementation of Future of Work Strategy post COVID19 Pandemic. Future of Work EMEA Policy / Governance Matrix for Onsite, Hybrid and Remote Workforce / Workforce Designation models and personas / Reimbursement and benefit matrix for region per country – 32 Countries.
• Implemented a governance and visibility tracking system for hiring during exponential growth, hired more than 50 new hires in 18 months from senior leadership to individual contributors.
• Full workforce planning and staffing of Kenya business as part of the Go To Market strategic initiative.
• EMEA Project leader for Employee Engagement cycle supporting EU / MEA Leadership teams driving key engagement priorities and initiatives across EMEA Region supporting workforce more than 1500 employees.
• Performed full benchmark on benefit and compensation frameworks for UAE and KSA and implemented a benefit alignment model for job levels linked to benefits and allowances, providing the framework to ensure internal and external equity in compensation and allowance levels.
• Executed New Hire Onboarding Standard Work, achieving remarkable improvement in on-time delivery of immersion plans during first week of employment, increasing from below 65% to 95%.
• Process owner during root cause analysis for turnover in EMEA – Performed data analytics on root cause for retention risks in region and implemented effective countermeasure to reduce turnover across region. (Pareto analysis and 5 Why analysis)

Established a professional consulting firm specializing in business system solutions in the field of HR Strategy Implementation, Continuous Improvement methodologies, LEAN Management, Sales Effectiveness and Soft Skills programs

Key Business Successes

• Successfully migrated clients' classroom trainings to on-line training ensuring continuity of their core function during
• COVID19 Pandemic
• Contracts with NGOs to implement Strategy workshops with Exco Teams
• Appointed Facilitator for National School of Government - Project Management and Strategic HR Management.

• Team Size: EXCO - 10
• Reporting to: Managing Director www.fortive.com / www.gilbarco.com

Served as central-local subject matter expert (SME) in Fortive Business System (FBS) Tools, including Voice of Customer, Value Stream Mapping, 5S, Kaizen, Problem Solving Process, Transactional Process Improvement, Standard Work, Visual and Daily Management

Key Responsibilities

• Ensured achievement of strategic and tactical KPIs as defined by Policy Deployment objectives
• Supported action plans for Daily Management at department/cell level to foster process improvements
• Acted role of core facilitator for Fortive Business System Tools, specifically related to Growth, Lean, and Leadership clusters
• Maintained and led Kaizen Funnel for organization, ensuring effectiveness in driving continuous improvement initiatives.
• Assumed responsibility for enhancing FBS capacity across organization to meet High Talent Mobility Targets

Key Achievements

• Project leader for organizational re-design - Implemented a customer focused org design and structure for entire organization, working with business unit General Manager in implementation of full structure.
• Implemented Sales Funnel Management Standard Work, significantly improving average age of sales opportunities from 238 days to 136 days.
• Core change agent for improving business unit profitability and achieved remarkable turnaround from -46% to 38% within just four months.
• Leveraged Kanban, Standard Work, and daily management techniques to optimize E&O Stock KPI, successfully reducing excess and obsolete (E&O) stock from 9.8M to 3.8M
• Assisted as key resource in driving and improving Balance Scorecard KPIs across all areas of business, including Sales, Operations, and Shared Services.

Team size: EMEA 8

Reporting to: VP HR EMEA www.alere.com

Served as strategic HR partner for Africa Operations, providing guidance and support in aligning HR initiatives with business objectives

• Led performance management and talent development programs to enhance employee capabilities and career growth
• Oversaw HR operations encompassing all areas of industrial relations, benefits, systems, policies, and procedures
• Drove talent management and acquisition efforts to attract, select, and onboard top talent
• Facilitated onboarding and immersion of new hires, ensuring smooth transition into organization
• Implemented engagement and retention strategies to foster positive and inclusive work environment
• Supervised development of organization by fostering culture of excellence and continuous improvement.
• HR Budget - Full budget responsibility for HR as cost centre.

Size: Direct Reports 5 (3 Country Managers and 2 HR Admin)

Reporting to: SVP HR EMEA www.beckmancoulter.com / www.danaher.com

Assumed responsibility as HR Regional Strategic Lead for META Region reporting structure comprising two HR Country Managers, one HR Specialist, and one Payroll Administrator

Key Responsibilities

• Business Strategy and Alignment - Drove HR KPIs for META Region, ensuring alignment with organizational goals
• Talent Management and Organizational Effectiveness - Developed and executed regional talent management strategies, including talent assessment and talent reviews utilizing Nine Box model
• Performance Management - Oversaw regional performance management and development initiatives to enhance employee capabilities and drive continuous improvement
• Compensation and Benefits - Develop and implemented regional and local compensation strategies, incentive models, and remuneration structures
• Implementation of expat remuneration strategy, including foreign service allowances
• Provided leadership development and coaching across META Region
• Ensured on-time delivery of all HR operations and systems within region.
• End to end accountability for HR services to employees and custodian of Workday people processes.
• Full accountability for employee relations and employment contract models across region.
• Investigator for employee speak up program ensuring fair labor practices within UAE, RSA and KSA.
• Utilization of HRIS workday, oracle, SuccessFactors and Power BI to ensure monthly reporting on Key HR Metrics is provided for leadership teams and to address areas of risk where KPI's are not met.
• Implementation of BBBEE (Broad Based Black Economic Empowerment) Workplace Skills Plan (WSP) and Employment Equity Plan (EE)

Key Achievements

• Implemented people development frameworks for career mobility and succession across the region. Sales Development program as well as implementation of engineering intern programs.
• Led project as owner to realign South Africa Field Service Organization (85 Employees), successfully establishing Central Command Centre resulting in significant reduction of service costs.
• Utilized Kanban, Standard Work, and daily management to reduce Time to Fill KPI from 238 days to less than 75 days sustained.
• Championed the implementation of a career framework in Turkey Organization at Beckman Coulter, resulting in improved retention and engagement across various functions. Achieved about 5% Turnover Rate for region through implementation of retention risk initiatives and talent action plans.
• Developed and Implemented candidate evaluation templates for hiring managers across region.
• Presented and implemented best practice recruitment, interviewing and selection standard work to EMEA Leadership team.
• Developed a people capability and capacity assessment process to identify training programs aimed at building organizational capability as well as career development roadmaps for employees.
• Contributed as core member of an international team focused on driving improvements to employee onboarding in China organization, utilizing Value Stream Mapping and Transactional Process Improvement techniques.
• Executed comprehensive remuneration restructuring drive in South Africa, shifting from 13th guaranteed-based salary model to performance-based salary system, resulting in 35% reduction in payroll costs.
• Participated in global project implementation of career band 2.0 across global organization, full job analysis, job levelling and compensation models for career bands and levels.
• Core project member representing EMEA during worldwide roll out of employee engagement survey – Determining engagement dimensions, questions and bias analysis for diversity, equity, and inclusion.
• Implemented BBBEE Strategy and improvement on BBBEE Scorecard to Level 2 Contributor.
• Chairman of EE, WSP committee in RSA.

HR Generalist role

Key Responsibilities

• HR Information Systems and Administration
• Employment Contracts
• Recruitment
• Training and Development
• Performance Management
• Workforce Planning
• Labor Relations - Union and Bargaining Councils.
• Employee Benefits
• Workplace Skills Plan and coordination with SETA.

Leader of HR Function with full responsibility for HR Department.

Key Responsibilities

• HR Strategy Implementation
• HR Policies and Procedures
• Labor Relations
• Training and Development
• Recruitment
• Payroll and benefits
• Performance Management
• WSP, EE

Chief instructor for Telecommunication Training Wing.

Line manager with 8 employees

Military Rank: Major

Key responsibilities

• Course Design and Facilitation
• Planning of training calendar
• Training budget
• Learner evaluations and administration
• Curriculum design
• Career management and development planning