Mayada Elkordy

GCC Head of Talent / AstraZeneca Oct 2021 – July 2023

Leading Talent agenda including Talent Acquisition, Talent Development & Talent Management, Performance Development and Functional Capability agenda.

My role scaled diverse business functions and geographical areas for all the below transformational scope based on above periods, role required heavy interactions with HRBPs, Global teams and Senior leadership across the cluster (600 HC, 7 countries), demanding effective stakeholder management.

1. Strategy Setting & Execution:

• Setting relevant talent strategies and execution plans in line with business strategy & budgets.

2. Reward Performance Development Cycle:

• Driving goal setting & cascading process across the cluster, from Executive Leadership to entry levels.
• Reviewing targets & constructively challenging the business heads to ensure that targets are set, stretched and based on data.
• Align with any changes to the design, execution & governance of the RPD cycle. Driving completion of quarterly performance reviews and annual appraisal process across the cluster.

3. Talent Acquisition:

• Leading the talent acquisition agenda end to end, from sourcing to onboarding with focus on driving strategic talent placements, hire future leaders of tomorrow in-line with AZ core competencies and culture values.
• Driving the Employee value preposition agenda with focus on employer branding, partnership with universities and scientific communities.
• Setting strategies & tools to evolve with the candidate experience, talent assessments, sourcing channels and succession planning of business-critical roles where external pipeline is needed.

4. Talent Management:

• Designing and implementing talent framework to identify top talent, talent bench strength & ensuring effective succession planning that are aligned to meet overall business priorities.
• Focus on successors development through differentiated critical experience building and talent exposure.

5. Talent Development & Functional capability:

• Leading the talent & development strategies & execution including the design and drive of flag-ship leadership effectiveness programs and learning interventions.
• Utilize resources to assess current and prospective talent's functional capabilities.
• Coaching and mentoring talents and leadership team.
• Creating a lifelong learning culture that empowers self-learning through digital learning and enable visibility on systems & key processes.
• New learning interventions design and delivery while scaling up to other markets.
• Leading the Early talent & onboarding programs design and execution to support the EVP agenda.

6. Engagement through Innovation:

• Spear heading innovation programs through top talent to solve business critical issues and problems of strategic importance.
• Driving, facilitating, and executing quarterly talent glass house chaired by the senior leadership team, focused on talent exposure.
• Leading talent & development team across GCC and Pakistan.

HR Transformation and operational Excellence GCC – Consultant Role/ Project.

• Develops organization strategies and transformation roadmap across all people functions in terms of reviewing the operating model, evolving HR business partners, talent acquisition, talent development, succession planning and shared services, automation, system implementation and standardization.
• Implements People department strategies by establishing department accountabilities, centralization of tasks to drive efficiencies, define processes, SLAs, DOA and define of objectives in line with the business objectives.
• Stakeholder management and provides reporting and governance on transformation roadmap and change management agenda.

Heading Talent Management & Development supporting all businesses including Hospitality, entertainment, Properties & Development (UAE- Turkey, Saudi, India & Egypt)

• Strategy and methodologies oversight on talent management, learning & development, and organizational effectiveness needs.
• Drive competencies framework design. Leadership & high potential development programs, new learning interventions, succession planning, and retention of top talent agenda to create a high-performance culture.
• Leading the HR systems integration (i.e., Learning management system, performance management, succession & development planning).
• Executive Coaching of Top Talent & leadership team.
• Partner with HRBPs, COEs and business leaders to develop competency-based talent management approach to drive significant improvement in key areas: internal to external placement mix %, timely promotions of high potentials.
• Accountable for budget setting and vendor assessment to drive efficiency and cost optimization.

Geographic scope: UAE, KSA, Kuwait, Bahrain, Oman, Qatar of a total HC 1900

• Participate in the development of the Business Unit (BU) strategy, ensuring that relevant goals and objectives are incorporated.
• Drive the development of the HR business plans & ensure alignment with the corporate plans and business strategy.
• Lead the BU budget review cycles & ensures it stays within its operating budget.
• Act as an HR interface with a defined business leadership community, providing day-to-day HR operations support to employees and management.
• Coach the leadership team to drive employee engagement "ENPS", working on customized People plans while focusing on company values & culture aspects.
• Implement fixed and variable pay practices, ensuring alignment with the established compensation and benefits structure of the Group.
• Working closely with the COEs to ensure seamless and timely process provided to the business. Manage the Talent management & succession planning agenda.
• Being part of the Retail committee team participated and supported Human Capital Management (HCM) system integration and implementation across all HR touch points.
• Manage staff grievances and disciplinary issues, provide guidance to leaders for efficient resolution in line with HR procedures and labor law.
• Ensure effective alignment with the Corporate Government Relations function to ensure effective processing of legislative documents.
• People management of HRBPs

Areas: Customer operations, online & social media, sales & Retail accounts of a total headcount 2500

• Act as an HR interface with a defined business leadership community.
• Design & deliver people plan reflecting Vodafone People Strategy to enable the achievement of the Business Strategy & drive the change management agenda.
• Manage the interfaces with COEs including Talent Acquisition, Total reward, Talent management & Organizational Development to ensure a seamless experience & integration of local, regional and Group HR plans.
• Manage HR projects cross-functionally, identifies gaps, propose & implement changes necessary to mitigate risks (i.e., developing Customer Care Academy, rotational programs, design career path & retention plans).
• Recruits key talents of the customer care and commercial roles.
• Engage in continuous development of organizational structural changes, job evaluations, policies and spans & layers review.

• Act as interface with a define business leadership community to drive the HR business partnering agenda & ensure a seamless experience & effective implementation of the HR strategy across all HR functions.
• Responsible for Talent Acquisition process with defined SLAs.

• Leading the execution of the talent acquisition strategy and process.

• Leading the learning & development agenda execution including vendors assessment and learning logistics.