Saju Mathew

• Collaborated with HR and management teams to define company HR issues, goals, and requirements, aligning strategies with organizational objectives
• Ensured organization's audit compliance with international HR standards, focusing on meticulous maintenance of employee records and adherence to employment life-cycle processes
• Conducted in-depth research to identify workforce issues and inefficiencies, providing valuable insights for strategic decision-making
• Offered expert recommendations and advice on HR policies, procedures, and employee development, contributing to the enhancement of the overall HR framework.
• Managed performance appraisal systems, ensuring timely feedback and recognition for high-performing employees.
• Provided expert guidance to managers on complex employee relations issues, resulting in reduced legal risks and enhanced workplace harmony.

• Applied change management and organizational development strategies, influences and assists organizational change initiatives in support of business strategies
• Ensures that HR services are provided as appropriate to Colleague needs, identifies new opportunities where HR can add value, and maintains leading-edge knowledge of HR issues
• Partnered with senior leadership to develop and implement effective L&D policies and practices that support the strategic objectives of the business units
• Created and validated the succession plans of critical roles for the entire business
• Developed competency dictionary with levels defined to effectively facilitate and supplement Learning and development gaps
• Orchestrated and facilitated on-boarding, employee engagement action-planning, succession planning/talent reviews, career conversations, and people development
• Set and implemented people and culture strategy in line with overall business strategy focusing on competence and performance
• Managed stakeholders at all levels to drive initiatives and a Key partner for regional senior executives on HR matters (e.g
• Organization design and team restructuring, talent management, mobility, employee engagement, etc
• In addition, was assigned as a Performance Management Champion to close the Performance Management (PMS) Cycle for the Organisation and the implementation of a new PMS Application
• Coached and partnered with managers on performance management and employee development goals
• Implemented new system updates and User Acceptance Testing (UAT) and System Integration Testing (SIT) in conjunction with the IT PMO team.
• Evaluated employee performance fairly, providing constructive feedback for professional growth.

Reported To: CHRO

• Part of HR Shared Services for 75 Subsidiary companies – Global Aerospace and Navigation, ITQAN, MARMUM Dairy, Global Medical Solutions, Geltec, ELITE AGRO, including defense clients
• Spearheaded performance management initiatives, crafting policies to support top performers and address under-performers effectively
• Implemented a comprehensive framework to identify under-performers and develop strategies for improvement, positively impacting organizational productivity
• Effective management of Employee records as per best practices and ISO quality standards, ensuring legal compliance
• Orchestrated HR headcount budgets, ensuring compliance with salary bands, grading levels, and organizational structure
• Advised on organizational structure changes and staff productivity enhancements aligned with company strategy
• Ensured fair and compliant execution of disciplinary actions and terminations according to company policies and procedures
• Managed a high-performing team of 3 FTEs, including L&D and HR Business Partners, while mentoring UAE nationals
• Served as the primary point of contact for HRBPs across the group, fostering collaboration and knowledge sharing
• Conducted comprehensive competency mapping exercises, identifying gaps in leadership, core, and technical competencies
• Developed 'ideal Personality profiles' based on DISC psychometrics for critical roles and recommended competency development strategies
• Translated corporate values into measurable core competencies, recognizing 'Value Champions' to drive organizational values
• Oversaw the employee-level performance management process, ensuring uniformity across all YHL subsidiaries
• Supported the overall business strategy, leveraging Learning & Development initiatives to drive employee performance and growth across group subsidiaries
• Led climate studies and analyzed engagement surveys, providing actionable insights to BU Heads and for driving HR initiatives
• Established a competencies model aligned with core business values, serving as the foundation for a comprehensive career development program
• Designed performance validation, reporting, and analysis frameworks and tools, enabling efficient progress monitoring toward business objectives
• Forged strategic partnerships with consultants and L&D vendors, ensuring the delivery of quality services
• Developed Human Capital Scorecards and metrics to support the achievement of strategic talent goals
• During my tenure, I led a transformative Talent Management Project for the Abu Dhabi Executive Council (GSEC), successfully integrating fresh IT graduates into the workforce
• This initiative not only enhanced the organization's talent pool but also contributed to the broader goal of fostering local talent development
• Implemented LMS systems; Oracle Fusion (cloud-based) Growth Module, Udemy & LinkedIn learning for the group and its subsidiaries
• Developed and launched a fully automated Performance Management System (Oracle Fusion) for the YHL group and its subsidiaries
• Cascaded Group Performance Scorecards onto Company and Division Heads and built the function onto the automated PMS; facilitated in achieving 100% on-time completion of appraisals within set deadlines.

• Responsible for providing leadership to the Human Resources and organizational teams
• Act as a strategic partner to the business and support the organization in enhancing overall business and achieving business imperatives
• Develop and lead all aspects of 'HR Service Delivery' for the company
• Serve as a strategic consultant to the business, build and execute strong integrated HR strategies and initiatives that support talent management, retention, and effective organization design and employee engagement
• Developed and implemented Performance Management System and Dashboards
• Managed the complete HR functions for the Dubai Civil Defense Project and Energy Management Project, including the 24X7 Civil Defense Control Centers
• Provides leadership and coordination of company Human Resource functions with a focus on organizational transformation to meet the demands of the highly vibrant and changing ICT Industry
• The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services
• Developed and implemented HRMS to improve the overall operation and effectiveness of the company
• Improved employee engagement scores by 19%, facilitated in reducing employee attrition rate by 10.5 %, and increased willingness to recommend the organization as an employer by 18%.

• Act as a Specialist supported Business Units providing strategic solutions to help the business meet present and future goals focusing on Performance Management & Human Capital Development
• Policy development and documentation: Act as an internal expert developing, maintaining, communicating and interpreting HR policies and procedures across the company, ensuring alignment with HR best practices, compliance with applicable legislative requirements and fairness and equity in decision-making and handling of all aspects of employment and in support of overall HR business Strategy
• Competency Inventory planning (Competency Mapping), supply and highlight gaps in organization's competency needs through scenario planning
• Performance-based Culture: Champion of Organizational Performance Management and development aimed towards strategic business excellence
• Develop, implement, and lead all HR strategies and programs to provide an employee-oriented, high-performance workplace culture
• Responsible for maintaining coordination of training programs with succession management and leadership development programs; responsible for oversight of the succession management program
• Lead the processing and analyzing of internal employee/ various ad-hoc surveys to provide recommendations on strategically improving operational HR procedures and Organizational Climate
• Competency Mapping: highlighting gaps in organization's competency needs through scenario planning
• Responsible for all large-scale HR transformation projects
• Employee Induction & Development projects & People planning/ budgets and assists in the implementation
• Assists in Translating business strategies into HR Strategies.

• Responsible for providing leadership to the Human Resources and organizational teams
• Act as a strategic partner to the business and support the organization in enhancing overall business and achieving business imperatives
• Develop and lead all aspects of 'HR Service Delivery' for the company
• Serve as a strategic consultant to the business, build and execute strong integrated HR strategies and initiatives that support talent management, retention, and effective organization design and employee engagement
• Developed and implemented Performance Management System and Dashboards
• Managed the complete HR functions for the Dubai Civil Defense Project and Energy Management Project, including the 24X7 Civil Defense Control Centers
• Provides leadership and coordination of company Human Resource functions with a focus on organizational transformation to meet the demands of the highly vibrant and changing ICT Industry
• The major areas covered are organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services
• Developed and implemented HRMS to improve the overall operation and effectiveness of the company
• Improved employee engagement scores by 19%, facilitated in reducing employee attrition rate by 10.5 %, and increased willingness to recommend the organization as an employer by 18%.

• Policies and Procedures: Policy formulation and assisting line managers to understand and implement policies and procedures. Serve as a consultative business partner to assigned Area Business Units.
• Organizational Development: Assist OD dept. on process designs. Proactively identify and analyze the business issues and provide solutions through HR Best Practices and services to improve organizational capabilities.
• Business Partnering: Partner with 'Al Fahim Enterprises' Commercial management to understand and link each business action with the strategies of the organization.
• HR Consultant: Advice unit management on issues including performance management, Change Management, sales incentives and training needs. Enhanced company culture by organizing team-building activities, promoting open communication, and providing ongoing support to managers and employees.
• Developed succession planning strategies to identify high-potential employees for leadership positions within the company.
• Compensation and Benefits: Communication of Comp. & Ben (Job grading) strategies. Formulation of competency-based Job descriptions.
• Recruitment: Advice and develop recruitment strategies along unit management and conduct initial Interviews.
• Work Force Planning: Develop HR strategies with line managers, which consider immediate and long-term work force planning with study of market trends in workforce.
• Research and Investigation: Develop recommendations to resolve employee problems, conflicts and identify appropriate solution by reducing risk and ensuring legal compliance.
• Disciplinary and Grievance management: Handle Disciplinary & Grievance Issues and provide recommendation to Line Management.
• Review implementation and application of induction training at outlet and Maintenance of Performance Discussion Management System.
• Identify outstanding HR requests and finalize. Ensure prompt HR client service to the outlets by reducing process time. Assess and action compliance to policies and procedures.

Achievements:

• Streamlined HR Operations to ensure COE initiatives are well cascaded.
• Successfully instituted workforce planning for retail stores.
• Implemented decentralized recruitments aligned with business requirement.