The 10 Revolutionary CHROs Shaping the Industry, 2024

MAGAZINE www.mirrorworldmagazine.com Reflecting the Fundamentals of Excellence Navigating the Future The Role of CHROs in Shaping Organizational Strategy The 10 Inside the Mind of a CHRO Revolutionary Insights into Leadership and CHROs Talent Management Shaping the Industry, 2024 Abdulaziz AlKadi Chief Human Resources Officer (CHRO) Taiba Investments & Dur Hospitality VOL-05 | ISSUE-01 | 2024 Leading HR Integration in Mergers & Acquisitions

The CHRO is the architect of the employee experience.

CHROs Reshaping Industrial Success uman Resources is undergoing a profound From talent acquisition and development to leadership transformation, and at the forefront of this succession planning, these CHROs are at the forefront H evolution are the Chief Human Resources of shaping organizational strategies that drive Officers (CHROs) who are reshaping the operations of sustainable growth and competitive advantage. Their industry. In 2024, we witness the emergence of commitment to driving positive change and fostering a revolutionary leaders who are driving innovation, culture of innovation sets them apart as trailblazers in fostering inclusive cultures, and spearheading strategic the HR industry. initiatives that redefine the role of HR in organizations worldwide. Through the latest editon of The 10 Revolutionary CHROs Shaping the Industry, 2024 we recognize These visionary leaders are not only navigating the their invaluable contributions to shaping the future of complexities of talent management but also work and setting new standards of excellence in championing diversity, equity, and inclusion initiatives human resources management. Their leadership serves that promote a sense of belonging and empowerment as an inspiration to HR professionals worldwide, Editor’s among employees. They leverage data analytics and guiding us towards a more inclusive, diverse, and technology to inform decision-making, drive equitable workplace for all. operational efficiency, and enhance the employee experience. Desk Robert฀S.

C O N T E N T S 08 Abdulaziz Alkadi C O V E R S T O R Y Leading HR Integration in Mergers & Acquisitions 18 Navigating the Future The Role of CHROs in Shaping Organizational Strategy A R T I C L E S 22 Inside the Mind of a CHRO Insights into Leadership and Talent Management

Company Name Brief Featured Person A dynamic Senior Executive with a demonstrable track record of Taiba Investments & success gained in a large group and multinational organizations Abdulaziz Alkadi MAGAZINE Dur Hospitality with experience of developing and translating strategic plans www.mirrorworldmagazine.com CHRO Reflecting the Fundamentals of Excellence taiba.com.sa into workable goals. Don is a well-rounded, mission-driven CHRO at Northwestern Northwestern Mutual Don Robertson Mutual (NM), a Fortune 100 company, with experience as a CPA, FOLLOW US ON northwesternmutual.com ?inancial executive, sales leader, and COO before transitioning to EVP & CHRO HR leadership 19 years ago. www.facebook.com/mirrorworldmagazine www.x.com/Mirrorworldmag E. Michael is a Senior global HR & business leader with a very Merry D'Souza Editor-in-Chief www.instagram.com/mirrorworldmagazine InsideHOA E. Michael Scarpa comprehensive background in all HR functional areas plus insidehoa.com business operations, product management and customer COO & CHRO www.linkedin.com/company/mirror-world-magazine/ success. Deputy Editor Robert S. Susan J. Executive Editor Emma Dolby WE ARE ALSO AVAILABLE ON Emma is a HR leader with over 20 years experience in Financial Mizuho Managing Director, Assistant Editor Anish M. Services. Strong commercial understanding gained from mizuhogroup.com Chief Human Resources experience of acquisition, integration and transformation. Of?icer, EMEA David King Visualizer CONTACT US ON Ganesh is CHRO of Emeritus & Eruditus, on a mission to make Art & Design Director Peter K. Ganesh S. Emeritus & Eruditus High Quality Education, from the best of Global Tech and B Chief Human Resources Email emeritus.org Associate Designer James B. Schools accessible & affordable across the globe. Of?icer info@mirrorworldmagazine.com For Subscription Senior Sales Manager Kimbrell J. Lionel Czapnik www.mirrorworldmagazine.com Over the past 20 years Lionel has built up a strong expertise in ENGIE Impact Vice President Human Change Management, Human Resources, People Management Marketing Manager John Matthew engieimpact.com Resources for EMEA and Business and Process (re)-design. Copyright © 2024 and APAC Mirrorworldmagazine, All rights reserved. The content Technical Head George K. and images used in this Margot is co-CHRO of MUFG, offering services including Franklin G. MUFG SME-SMO Executive Margot King commercial banking, trust banking, securities, credit cards, magazine should not be bk.mufg.jp Co-CHRO consumer ?inance, asset management, and leasing. reproduced or transmitted in any form or by any means, Clark D. Business Development Manager electronic, mechanical, Michael Ellsworth photocopying, recording or As the Chief Operating Of?icer and Chief Human Resources Morris D. Sales Executive Illinois State Credit Union Of?icer at Illinois State Credit Union, Michael oversees member Chief Operating otherwise, without prior Business Development Executive Hussain O. and online services, the lending department, and the human itsmycreditunion.org permission from CIO Women Of?icer - Chief Human resources functions for ?ive branches. Leaders. Reprint rights remain Resources Of?icer Digital Marketing Manager Dominique T. solely with CIO Women Leaders. Paul is a senior leader with a breadth of commercial & HR Paul Boland ADP experience and proven results, across multiple business Research Analyst Frank Adams contact@mirrorworldmagazine.com CHRO functions globally. Highly collaborative and customer focused, adp.com Circulation Manager Robert Brown with a natural ability to think strategically and the vision to May, 2024 implement effectively. Database Management Stella Andrew Technology Consultant David Stokes Shobana is a Global Human Resources professional with 20 plus Hubilo Shobana Kailash years of comprehensive experience working in global hubilo.com multinational environments, delivering in American, MEA and Group CHRO Asian contexts.

Abdulaziz AlKadi Chief Human Resources Officer (CHRO) Taiba Investments & Dur Hospitality Leading HR Integration in Mergers & Acquisitions A seamless transition and integration of employees are entities.”“ “ paramount for the success of the combined

The 10 Revolutionary CHROs Shaping the Industry, 2024 nhancing HR Processes in M&A! Having led the HR function for two publicly listed allowances, changes in office space, effective onboarding companies that merged by the end of 2023, Abdulaziz has processes, and the development of an organizational E firsthand experience in navigating the complexities of HR structure that promotes career advancement. integration during M&A transactions. Collaborating with a Communication plays a pivotal role in successful In the realm of mergers and acquisitions (M&A), the human skilled HR team specializing in recruitment, HR operations, transitions, with transparent and frequent communication resources (HR) industry plays a pivotal role in facilitating and organizational development, clear objectives and through multiple channels proving effective in aligning seamless transitions and ensuring the alignment of milestones were established for HR integration. Through objectives. Additionally, the implementation of reporting strategies with overarching business objectives. Synergies the collection of input and feedback, as well as multiple and data analytics through advanced HR dashboards has emerge amidst activities such as supply chain brainstorming sessions, a comprehensive HR integration facilitated the monitoring and tracking of transition optimizations, revenue growth, and cost reductions, plan was developed for the merger. activities. underscoring the importance of HR in navigating these intricate processes. As mergers and acquisitions reshape This plan encompasses various aspects, including Cultivating Culture in Mergers organizational landscapes, HR strategies must adapt to workforce integration, alignment of compensation harness the potential of combined entities while prioritizing structures, updates to salary frameworks, development of Measuring engagement levels pre- and post-merger the well-being of employees. HR policies, and the implementation of an HR information provides insights into employee assimilation into the system. Abdulaziz and his team are committed to ensuring a combined entity’s culture. CHROs must cultivate a positive Within this business arena, companies like Taiba smooth transition by meticulously migrating data related to working environment, emphasizing HR practices that Investments & Dur Hospitality stand at the forefront of wages and payroll from both merging entities. By fostering enhance employee experience. Orienting employees to new M&A endeavors. With a focus on hospitality and collaboration among board members, executive company values and visions and adapting them to office and investment sectors, Taiba Investments & Dur Hospitality management, and staff, Abdulaziz aims to realize the location changes presents an opportunity to foster a exemplifies the strategic importance of HR integration in strategic goals of the merger while prioritizing the well- cohesive culture. Implementing policies like flexible driving business success. By aligning HR policies with being and engagement of employees throughout the working hours, open door policies, and investing in broader organizational goals, companies like Taiba integration process. employee development yield positive outcomes. Culture Investments & Dur Hospitality strive to optimize employee alignment holds significant weight in performance engagement and operational efficiency post-merger. Strategies for Success evaluations or KPIs, as employee engagement is pivotal for successful mergers. Employees are the cornerstone of At the helm of HR integration efforts stands seasoned During mergers and acquisitions (M&As), there are key organizational transformation during and post-merger. professionals like Abdulaziz AlKadi, Chief Human activities that all human resources professionals must Resources Officer (CHRO) at Taiba Investments & Dur consider, from due diligence to post-merger evaluation. The Key Lessons Hospitality. With a wealth of experience in navigating the Chief Human Resources Officer is responsible for complexities of M&A transactions, Abdulaziz brings conducting due diligence, which involves evaluating the The first lesson emphasizes the importance of making a expertise in workforce integration, compensation HR practices of both the buyer and seller companies. This positive initial HR impact on employees, as first alignment, and policy development. As CHRO, Abdulaziz includes assessing existing reward systems, examining the impressions significantly influence morale and motivation. spearheads initiatives to foster collaboration, transparency, organizational structure, and identifying any potential legal and employee-centric approaches, ensuring a harmonious issues. During this stage, employment contracts, employee transition for all stakeholders involved. demographics reports, company culture, values, vision, and mission are typically reviewed, with a focus on compliance Let’s delve in to learn more: with work regulations, government policies, and other factors that may impact business continuity. Navigating HR Integration in Mergers and Acquisitions Employees are the After the merger is signed, the CHRO must oversee Abdulaziz understands the critical role of HR in mergers workforce integration, align rewards and allowances, cornerstone of and acquisitions (M&A). He recognizes that synergies implement retention plans, update HR policies and emerge during M&A activities, often related to supply chain authority matrices, and conduct post-merger evaluations. It organizational and post-merger.“ “ efficiencies, revenue growth, facility consolidation, and cost is crucial for CHROs to assess the effectiveness of these reduction in compensation. Abdulaziz emphasizes the processes and activities. Employee engagement and transformation during importance of HR aligning its strategies with these satisfaction serve as indicators of how well employees are synergies, as employees represent the most valuable asset in engaged in the integration process. any merger or acquisition. To ensure a smooth transition, various strategies have been employed, including the introduction of relocation

Building trust through effective communication and fostering collaboration. Transparent communication ensuring a well-examined organizational structure during through proper channels is essential. Collaborating with top the initial steps of M&A are crucial. leadership to ensure thorough and transparent communication of M&A milestones is imperative. Regular The second lesson underscores the significance of announcements about M&A progress are necessary to align communication and change management in M&A success. objectives. Typically, a focused group or project team Transparency, collaboration, and embracing change are comprising process owners and sponsors for M&A Transparent essential qualities for fostering an extraordinary working milestones across departments is assigned. This team communication through culture amidst various changes in processes, policies, facilitates communication between leadership and staff hierarchies, and goals. regarding progress and achievements. Employees value proper channels is understanding the rationale behind the merger and its mergers and acquisitions. “ “ The third lesson advises against favoring any entity impact on their roles and duties. Opening communication essential for successful involved in the merger, emphasizing the need for fair channels, such as emails, to address inquiries and concerns systems and upholding integrity and fairness in all HR during the merger process is beneficial. activities, decisions, and interactions. Navigating HR Challenges in M&A Finally, post-merger, the focus should be on expanding HR best practices, innovating, and leveraging the opportunity to Integration of HR policies and compensation systems excel in human resources. Working with a capable HR team presents a significant challenge during M&A activities. These systems directly impact employee satisfaction and characterized by talent, readiness to tackle challenges, must be designed fairly in alignment with company strategy adaptability to change, and effective communication is and market practices. essential during and after the merger process. Resistance to change is another hurdle, as inquiries about Retaining Talent in Mergers the need for change and compliance with legal requirements During merger activities, CHROs must identify key talent are common. Adapting to the legal structures of the new successors and develop retention programs and career company, altering contracts, and ensuring compliance with development initiatives to ensure their commitment to the regulations pose considerable challenges. merger. Losing talent during such a challenging journey is undesirable. If there is no staff redundancy or a plan to From a technical HR perspective, workforce planning and reduce headcounts, the focus should be on achieving a high integration can be complex, particularly when retention rate for the combined entity, with an emphasis on implementing a new business model without historical data, retaining key talent and players. Designing retention requiring adjustments to functions and operations. bonuses or recognition schemes linked to the completion of In the hospitality industry, maintaining exceptional the M&A cycle or major merger activities can effectively customer service while executing merger integration retain key talent from both companies. However, relying activities is challenging. Balancing daily operations with solely on monetary rewards may not always align with the achieving M&A milestones demands agility and focus to overall strategy. The retention strategy should incorporate ensure both are effectively delivered. non-monetary rewards to boost morale among key employees. Employees must believe in the mission and be Facilitating Integration motivated to achieve the objectives of the merged entities to encourage them to stay. Assigning talent to lead projects Ensuring a seamless transition and integration of employees during M&As and recognizing them in public events is from both companies is paramount for the success of the crucial. However, retention plans targeting specific staff combined entities. HR must align with the new direction should be carefully examined to avoid disrupting operations and synergies arising from the merger. Utilizing data and causing others to leave. analytics and matrices to measure the impact of HR activities on milestones and new company objectives is Fostering Collaboration essential. Frameworks such as the balanced scorecard or SWOT analysis can help link HR practices with new Leadership in mergers and acquisitions (M&As) requires company goals. Assessing risks and establishing proper bringing emotional and spiritual energy to the team while internal controls are crucial actions during the transition.

Global Reflecting the Fundamentals of Excellence Through a comprehensive performance management especially concerning human capital. Advanced HR system, HR can cascade synergies or goals to employees automation and data analytics are crucial for implementing from both companies. Strategic workforce planning is vital HR activities within the limited time frame typically to achieving company profits and other objectives. allotted for integrating both companies. IT systems, tools, Determining the right sizing for carrying department and platforms can be utilized across various HR functions, objectives is a priority for HR to ensure a successful merger including talent acquisition, employee engagement, transaction. business performance, and rewards. In the post-merger context, HR should identify skills gaps CHROs may develop HR activity checklists tailored to the and provide training and career development programs to scale and nature of the merger. These checklists or HR enhance skills and competencies. plans should cover the due diligence stage, the merger itself, and the post-merger phase. Each stage may have HR activities may vary depending on the nature and scale different objectives, and having specific guidance for each MAGAZINE of the merger or acquisition, but culture alignment is direction can effectively guide the team throughout the essential regardless of the type or scale. Whether it’s a process. reverse merger, horizontal, vertical, or a combination of multiple types, culture alignment is key to improvement and success. Stay in touch Streamlining HR in M&A Subscribe to mirrorworldmagazine: A Platform of Enhancing HR digitalization and leveraging technology are diverse perspective and experience, showcasing leadership in all its highly recommended to streamline the M&A process, forms.

Recruitment is a marketing exercise, and the product is the role and the company.

The Role of CHROs in Shaping Organizational Strategy n competitive business landscape, organizations face unprecedented challenges and opportunities. As businesses I evolve and adapt to changing market trends, technological advancements, and shifting consumer preferences, the role of Chief Human Resources Officers (CHROs) has become increasingly vital in shaping organizational strategy and navigating the future. CHROs play a multifaceted role in driving organizational success, serving as strategic partners to the CEO and executive leadership team. Traditionally viewed as administrators of human resources functions, CHROs now occupy a seat at the decision-making table, influencing key business strategies and initiatives. Strategic Alignment and Visionary Leadership CHROs are responsible for aligning human capital strategies with the organization's overall vision and business objectives. By understanding the company's strategic direction and market dynamics, CHROs can develop workforce strategies that support growth, innovation, and operational excellence. They work closely with business leaders to anticipate future talent needs, identify skill gaps, and cultivate a high-performance culture that drives employee engagement and productivity. Talent Acquisition and Development Navigating the Future One of the primary responsibilities of CHROs is to attract, develop, and retain top talent. In a rapidly changing business environment, organizations must have the right people with the right skills to drive innovation and stay competitive. CHROs oversee talent acquisition efforts, leveraging data analytics and technology to identify high-potential candidates and build diverse and inclusive teams. They also focus on talent development and succession planning, nurturing future leaders and ensuring a pipeline of skilled professionals to meet evolving business needs. Culture and Employee Experience CHROs play a pivotal role in shaping organizational culture and fostering a positive employee experience. They champion values and behaviors that align with the company's mission and vision, promoting a culture of collaboration, transparency, and accountability. May 2024 | 18 | www.mirrorworldmagazine.com May 2024 | 19 | www.mirrorworldmagazine.com

CHROs also prioritize employee well-being and Risk Management and Compliance engagement, implementing programs and initiatives that enhance work-life balance, promote diversity and inclusion, CHROs are responsible for ensuring that the organization and recognize employee contributions. A strong complies with labor laws, regulations, and ethical standards. organizational culture and positive employee experience not They oversee risk management efforts related to employee only attract top talent but also drive employee satisfaction relations, safety, and security, mitigating potential legal and In recruiting, there and retention. reputational risks. CHROs also play a critical role in fostering a culture of ethics and integrity, promoting are no good or bad Change Management and Adaptability fairness and transparency in all aspects of the employee experience. By prioritizing compliance and risk experiences - just In an era of rapid technological advancement and market management, CHROs safeguard the organization's disruption, organizations must be agile and adaptable to reputation and build trust with employees, customers, and learning experiences. change. CHROs are instrumental in leading change stakeholders. management initiatives, ensuring that employees are equipped with the skills and resources needed to navigate In conclusion, CHROs play a pivotal role in shaping change effectively. They communicate the rationale behind organizational strategy and navigating the future in today's organizational changes, address employee concerns, and complex and dynamic business environment. By aligning provide training and development opportunities to support human capital strategies with business objectives, attracting transition efforts. By fostering a culture of innovation and and developing top talent, fostering a positive agility, CHROs help organizations stay ahead of the curve organizational culture, and leveraging data-driven insights, and seize new opportunities for growth. CHROs drive sustainable growth and competitive advantage. As strategic partners to the CEO and executive Data-Driven Decision-Making leadership team, CHROs are indispensable in driving organizational success and ensuring long-term viability in As organizations collect vast amounts of data on various an ever-changing world. aspects of the business, CHROs play a crucial role in leveraging data analytics to inform decision-making. They use workforce analytics to gain insights into employee performance, engagement, and retention, enabling data- driven talent management strategies. CHROs also utilize predictive analytics to forecast future talent needs and identify emerging trends in the labor market. By harnessing the power of data, CHROs can make informed decisions that drive business results and create a competitive advantage. Strategic Partnerships and External Relations CHROs often serve as ambassadors for the organization, building strategic partnerships with external stakeholders such as industry associations, academic institutions, and government agencies. They participate in industry forums and conferences, sharing best practices and insights on talent management and workforce development. CHROs also engage with policymakers and thought leaders to shape labor market policies and regulations that impact the organization's ability to attract and retain top talent. By forging strong external relationships, CHROs enhance the organization's reputation and influence in the marketplace. May 2024 | 20 | www.mirrorworldmagazine.com

InsightsintoLeadership andTalent Management n the dynamic landscape of modern business, the role of Chief Human Resources Officers (CHROs) has I evolved significantly. Once primarily focused on administrative tasks, CHROs now play a critical role in shaping organizational strategy and driving talent management initiatives. Further, we delve into the insights, strategies, and challenges faced by CHROs as they navigate the complex world of leadership and talent management. Strategic Leadership At the helm of the organization's talent management efforts, CHROs must possess strategic vision and leadership capabilities. They work closely with the CEO and executive team to align human capital strategies with business objectives, driving growth and innovation. Strategic leadership involves anticipating future talent needs, identifying skill gaps, and developing strategies to attract, retain, and develop top talent. CHROs must also navigate external factors such as market trends, regulatory changes, and economic conditions to ensure the organization remains agile and competitive. Building High-Performance Teams A key responsibility of CHROs is to build and nurture high- performance teams across the organization. This involves Inside the Mind of a CHRO talent acquisition, development, and succession planning to ensure a pipeline of skilled professionals who can drive business success. CHROs must identify and cultivate leadership talent, providing opportunities for growth and advancement within the organization. They also focus on fostering a culture of collaboration, innovation, and accountability, empowering employees to reach their full potential and contribute to the organization's success. Talent Acquisition and Retention In a competitive talent market, attracting and retaining top talent is a top priority for CHROs. They develop recruitment strategies that leverage employer branding, May 2024 | 22 | www.mirrorworldmagazine.com May 2024 | 23 | www.mirrorworldmagazine.com

employee value proposition, and innovative sourcing Adapting to Change techniques to attract high-potential candidates. Once talent is onboarded, CHROs focus on retention strategies such as The business landscape is constantly evolving, and CHROs career development, training, and employee engagement must be agile and adaptable to navigate change effectively. initiatives to ensure long-term commitment and loyalty. By Whether it's technological advancements, market investing in talent acquisition and retention, CHROs create disruptions, or regulatory changes, CHROs must anticipate a competitive advantage for the organization and drive and respond to external forces that impact talent sustainable growth. management strategies. This requires a proactive approach to change management, effective communication, and Leadership Development and Succession Planning stakeholder engagement to ensure buy-in and support across the organization. By embracing change and CHROs play a critical role in developing future leaders and innovation, CHROs can position the organization for long- ensuring leadership continuity within the organization. term success in a rapidly evolving world. They identify high-potential employees and provide them with opportunities for growth and development through In conclusion, CHROs play a critical role in shaping leadership development programs, mentoring, and organizational strategy and driving talent management coaching. CHROs also focus on succession planning, initiatives. With strategic vision, leadership capabilities, and identifying key leadership roles and grooming internal a focus on building high-performance teams, CHROs create talent to fill these positions when vacancies arise. By a competitive advantage for the organization and drive investing in leadership development and succession sustainable growth. By investing in talent acquisition and planning, CHROs ensure the organization has the talent and retention, leadership development, diversity, equity, and inclusion, data-driven decision making, and adaptability, leadership capabilities needed to thrive in the future. CHROs ensure the organization has the talent and capabilities needed to thrive in an ever-changing business Diversity, Equity, and Inclusion (DEI) environment. CHROs are champions of diversity, equity, and inclusion (DEI) initiatives within the organization. They develop strategies to promote diversity and foster an inclusive workplace culture where all employees feel valued and respected. This involves implementing policies and programs that address unconscious bias, promote equal opportunities, and create a sense of belonging for employees from diverse backgrounds. CHROs also track and measure diversity metrics to monitor progress and identify areas for improvement. By prioritizing DEI, Great vision CHROs create a more innovative, engaged, and high- performing workforce. without Data-Driven Decision Making great people is In today's data-driven business environment, CHROs rely irrelevant. on data analytics to inform talent management decisions. They gather and analyze workforce data to identify trends, patterns, and insights that can inform recruitment, performance management, and employee engagement strategies. By leveraging data analytics, CHROs can make more informed decisions, mitigate risks, and drive positive business outcomes. However, CHROs must also ensure that data is used ethically and responsibly, protecting employee privacy and confidentiality. May 2024 | 24 | www.mirrorworldmagazine.com

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The 10 Revolutionary CHROs Shaping the Industry, 2024

The 10 Revolutionary CHROs Shaping the Industry, 2024

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