NAIRA FAWZI

An HR Professional with experience in Executive and Talent search and hiring, Organization Effectiveness/Change Management, Organization Development

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LinkedIn Profile: http://www.linkedin.com/in/nairafawziali

Professional Summary: A professional with experience in team management, partnering with business leaders and achieving change in core areas of HR. Experience includes strategic transformation, organization behaviour and development, performance management, Executive search and talent acquisition strategy, and client relations. Managed and participated in Global and Corporate projects. A Certified Change Management Consultant and a Certified Career Development Coach. CHRP pursued.

Languages: Fluent English, French, Arabic, and basic German. With knowledge of difference HR systems; HRIS, SAP.

Areas of Expertise

Executive Search and Talent Acquisition

Change Management and Organization Effectiveness

Business Partner Strategic Planning & Business Budgeting

Engagement, Culture Diversity & Employee Relations

Training Facilitation

Mergers and Acquisition, Business Integration Strategy and Due Diligence

Project Management and Risk Assessment

Organization Development, Executive Assessment and Career Coaching

Education and Certification

Certified Coach in Employee Development (360 degrees Coaching)–Lominger International– Canada– 2014

Certified in Change Management Consultant – Prosci – Canada - 2013

Recruitment and Selection – Sheridan College – 2014

Organizational Behaviour – Seneca College – 2013

HR Program– Sheridan College on Labour Relations, Employment & Diversity Act &

Organization Health & Safety – 2012

Certified Human Resources Manager, International Academy for Financial Management, 2011

Human Resources Management Postgraduate Diploma, American University in Cairo, 1997

Bachelor of Arts Degree in English Language and Literature, Alexandria University, 1987

Professional Experience

Executive Search & HR Consultancy – Partner - Vision International Nov 2015 – Present

-Executive and talent search and assessment, market mapping and need analysis. Develop Talent Acquisition strategies and processes for clients and internally.

-Consultant work covers stakeholders and teams Assessment, Organization Culture Maturity level, Organization behaviour and Development, Change Management and Risks Assessment and reporting. Assess and develop organizations governance.

-Development of market maps and support organizations with workforce planning.

-Manage online assessments and on-boarding.

Project Manager, Strategic Planning and Integration – Transformation Division and HR

July 2014 – Feb. 2015

Workplace Safety and Insurance Board – Toronto - Canada

Worked closely with the Transformation Division VP and Directors and developed the Human Resources Division 3-years Strategy to drive the HR divisions integration to meet both the organization Strategic Plan and overall organization vision for 2015 to 2017.

Developed and integrated the Business Initiatives timeline and road map in line with overall WSIB projects.

Developed analytical risk assessment reporting for the Board

Responsible for the Human Resources Division overall plan and branches integration process

Monitored progress of the Projects portfolio, built the risk mitigation plan with the PM Office.

Partnered with Corporate Communications, and managed Division weekly broadcasts.

Certified in employee development coaching – worked with the senior management team on career development plans.

Organizational Change Consultant, Strategic Transformation August 2012 – July 2014

Workplace Safety and Insurance Board – Toronto - Canada

Consulted with the business team during a mega transformation project. Developed and implemented change management strategies and plans to drive faster adoption, greater ultimate utilization and higher proficiency.

Evaluated organization maturity level to adopt the change, and develop a plan to increase organization effectiveness during the transformation.

Participated in designing a Change Learning Program for managers (as well as on the job training activities). Facilitated training for managers and the HRBPs to strengthen change capability and capacity to effectively lead change.

Developed contents of an online Change Portal and the Change Management Play book.

Regional Human Resources Business Partner January 2008 – October 2011

General Electric – Oil & Gas

Joined the company during a period of intensive and rapid change. Led the organization transformation under a Regionalization model of enhanced customer focus and operations turnaround time. Acquired talents and executive leaders. Organization grew from 69 employees to 710 employees through external hiring and two major business acquisitions, and a new joint venture with a government organization. Business growth from $260 million to $1.6 billion in 3.5 years. Worked closely with business leaders on:

The strategy included strong executive and technical talent acquisition, workforce planning, assessment and development to follow with a solid succession plan.

Annual organization mapping, retention risks assessment and the development of a mitigation plan.

Budgeted and managed recruitment & Campuses campaigns

Supported and managed Mergers & Acquisitions and Joint Ventures for GE in the Region. Completed HR and Compliance due diligence and reporting. Integrated new acquired business, and worked on internal change process and culture to ensure success of newly acquired organizations. As the Regional HR Compliance Leader, was responsible for compliance reporting and business reviews.

Established an organization development and talent management strategy to achieve business mandate and change the Customer Service Approach

Implemented a change strategy using business-measured KPIs. I.e. expat reduction of 34%-36% year over year; contractors redeployment program success with a cost reduction of $1.267 M in 2010 and other successful regional and global projects. Reduced on-boarding and induction time by 70%

Revamped the mentoring program for Hi Po’s development, succession planning and OD

Head of Human Resources Unit - GCC 2007 –2008

Gulf Organization for Industrial Consulting (GOIC)

Restructured the Unit to ensure organization effectiveness by developing a number of new processes that successfully improved efficiency in the day-to-day operations, with a vision that improved service levels; i.e. job mapping - gap analysis – workforce planning and talent acquisition strategy.

Successfully led the automation of the Unit (linked online modules and implement new processes)

Established a new hiring process increasing and developing managers accountabilities and decision

Country Human Resources Manager 2005 –2007

Weatherford Oil Tool Ltd.

Focused on organization growth through measured talent acquisition, developing and retaining talents. Introduced consistent talent assessment tools and based remuneration on market benchmarks for the industry

Introduced a measurable performance assessment process and tools, and linked it to job grades Instituted a change culture process to establish rewards for performance; participated in reducing attrition rate from 12% to 4.2% in one year

Successfully developed and conducted an employee induction toolkit and facilitated on-boarding training

Responsible for the human resources compliance and reporting

Human Resources Coordinator 2003 – 2004

Emirates Petroleum Products Company (EPPCO)

Reviewed existing policies and procedures and participated in committee leaning existing processes

Responsible for retails staff recruitment. Implemented and launched new hires Orientation Program Managed the Employee Satisfaction Survey and Focus Group to raise improvement recommendations to senior management

Professional Development

Influencing Skills - GE

GE Advanced HR Leadership – Crotonville - USA

GE Oil and Gas Executive Leadership Program –Italy

Coaching for HR Professionals - GE

Change Acceleration Process – CAP – GE

Human Resources Development Forum – GE Prague

Travel % : As the job implies

References : To be provided upon request.

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