Hazliana Hassan

The Head of Human Resources in PETRONAS Abu Dhabi as an unconventional oil and gas company in the UAE would have a wide range of job accountabilities, as follows:

• Developing and implementing HR strategies and initiatives aligned with the overall business strategy.
• Overseeing the full spectrum of HR functions, including recruitment, talent management, compensation and benefits, training and development, and employee relations.
• Leading the development and implementation of HR policies and procedures in compliance with labor laws and regulations in the UAE.
• Managing the recruitment process, including workforce planning, sourcing, interviewing, and selection of top talent.
• Driving performance management processes to ensure alignment with company objectives and individual development plans.
• Managing employee relations, including grievance handling, disciplinary actions, and conflict resolution.
• Providing leadership and guidance to the HR team, fostering a culture of collaboration, innovation, and continuous improvement.
• Analyzing HR metrics and trends to drive data-driven decision-making and continuous improvement.
• Ensuring compliance with health, safety, and environmental regulations in HR practices and policies.
• Supporting organizational change management initiatives and creating an inclusive and diverse workplace culture.
• Collaborating with senior management to develop and execute workforce planning and succession planning strategies.
• Serving as a strategic partner to business leaders by providing HR insights, recommendations, and solutions to drive business success.
• Promoted continuous improvement by problem-solving and sharing suggestions to optimise team operations.
• Developed plans and strategies to promote continuous improvement.
• Delivered high-quality results within budget and timeframe targets.
• Created succession plans and promotion paths for staff.
• Spearheaded recruitment campaigns using LinkedIn and referral strategies.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Led high-performing teams and developed organisational leadership capacity.
• Devised and implemented successful employee retention strategies, including improved exit interview and onboarding procedures.

• In addition to the main function in Planning, Organization Design & job Management, appointed as Program Leader for PRefChem’s Organization Optimization "Fit-for-Purposes" and Benchmark Study for Future Enhanced Performance.
• Highly responsible in leading, driving and strategizing the development and implementation of people strategies, manning plans and strategies, including manpower philosophy & strategies, people plan and budget to ensure optimum and sustainable manpower supply to support business and future growth, job management, manning, remuneration strategies and charging mechanism & execution, though optimum and sustainable manpower strategies and fit-for-purpose organization model and structure align with PRefChem’s Strategic Objectives.
• This role supports the organization and shareholders to understand their current and desired future states, while taking a systemic approach to guide the organization forward.
• Spearhead and pivoting the development and implementation of Organization Design and Job Management strategies, systems and processes covering all PRefChem operation, both technical and non-technical to ensure optimum and sustainable manpower supply and optimize the utilization of human resources in meeting the Long-Term Manpower Plan (LTMP), Short-Term Manpower Plan (STMP) and business/financial objectives by establishing the manning forecast/projection that fulfill both operation and financial target.

• Besides HR Operation, I have been exposed in agile way of working during my tenure in Emb. Arc where I was tasked to focus on insights and improvements. Besides Emb.Arc, i was involved in few key projects - Establishment of HR Shared Services Centre (SSC), Establishment of Global Mobility Services (Phase 1 & 2) and Overseas Business Travelers (OBT)
• In 2019, I was on 1 year secondment in General Electric (GE) Malaysia, United States and India.

• Develop and implement our global mobility strategy, responsible for creating and executing a strategic roadmap that supports the company's objectives and aligns with the business's mobility requirements.
• Design and operationalise mobility policies and service catalogue, responsible for developing clear and effective policies and service offerings that meet the needs of business with common goal to provide an aligned, fair, and user-friendly mobility experience.
• Support and develop a highly engaged and high-performing mobility team.
• Continuously with your team assess the effectiveness of the mobility function, identify areas for improvement, and drive initiatives to enhance service quality and efficiency.
• This includes evaluating the potential for outsourcing certain operational aspects to relocation management companies or internal service delivery.
• Review global mobility policies, devise and implement changes where required.
• Management of the Global Mobility department, and ensure team members are providing high level services to assignees
• Manage international employee populations, handling various immigration-related aspects of their movements, and helping them to navigate the unfamiliar legislative environments in which they work.
• Drive team in managing day-to-day duties of a GMS may be varied, and range from addressing mobilised employees’ concerns over issues like housing or utilities in a foreign location, to facilitating visa applications, ensuring tax compliance, and integrating employees onto their employers’ global payroll.

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