Strategies for fostering employee engagement and organizational excellence!
A transformative leadership in any industry often emerges from a unique blend of experience, vision, and adaptability. Such individuals navigate challenges and inspire others to achieve greater heights. Their impact reaches well beyond their immediate surroundings, stimulating creativity and advancement that ripples throughout industries. The capacity to lead with empathy and strategic insight is crucial where business circumstances are always shifting.
Among the outstanding leaders in the fields of organizational development and human resources is Baber Malik. He has over 38 years of broad expertise in a variety of businesses, and he has significantly impacted both domestic and global markets.
He developed his management consulting abilities as an operations supervisor in New York, where he started his career. Since then, he has held pivotal roles at renowned companies like PepsiCo and McDonald’s in Pakistan, shaping their HR strategies and operational frameworks.
Currently, as a key figure and Chief Human Resources Officer at AbuIssa Holding, Baber continues to drive growth and innovation, demonstrating a profound commitment to people development and cultural integration within a multinational workforce. His journey reflects personal success and a dedication to empowering others in their professional paths.
Here are some interview highlights:
Can you please introduce yourself and share your career journey?
I have enjoyed a diverse 38-year career across various industries and regions. My journey began in New York as an Operations Supervisor in a management consultancy, optimizing tax collections for hospitals.
I then joined PepsiCo as an OPS Manager for KFC, gaining insights into HR and employee relations. In Pakistan, I served as HR Head for Pace Pakistan, focusing on team training and customer education.
My roles at Volvo and McDonald’s Pakistan further enriched my experience in multinational operations. Most recently, I’ve spent 21 years at AbuIssa Holding, overseeing the growth from 500 to 4,500 employees across multiple countries, including the UAE, KSA, USA, Turkey, South Africa, and Jordan.
Could you briefly introduce your company and its inception story?
AbuIssa Holding is an internationally recognized leader, renowned for its role as a partner for growth and its exploration of innovative new business possibilities. As a prominent business group based in Qatar, the company specializes in retail, distribution, and strategic investments and partnerships.
Founded with a vision to create a dynamic and diversified business portfolio, AbuIssa Holding has steadily expanded its reach both regionally and globally. Its strategic approach has allowed it to adapt to changing market conditions and leverage new opportunities, establishing itself as a key player in various industries. The company’s commitment to innovation and excellence continues to drive its growth and success, making it a significant force in the business world.
Can you share some key milestones in your career that have significantly shaped your leadership style and approach to HR?
Reflecting on my career, several milestones have profoundly shaped my approach to leadership and human resources: Cultural Diversity, Launching New Ventures, Growth at AbuIssa Holding, and Focus on People Development.
How do you measure the effectiveness of your HR initiatives, and what metrics do you prioritize?
- Turnover Rate: Monitoring turnover rates helps assess employee satisfaction and the effectiveness of retention strategies.
- Training and Talent Development: Evaluating the success of training programs and internal promotions provides insights into the effectiveness of our talent development efforts.
- Recruitment Metrics: Metrics such as the time that it takes to hire a person and the ratio of people applying for a job help assess the efficiency of our recruitment processes.
- Key Performance Indicators (KPIs): We use KPIs to track performance across different HR functions, including recruitment, employee affairs, and training. These KPIs help us measure and improve our HR strategies.
- Employee Feedback: Initiatives like open-door policies, opinion surveys, and RAP sessions (Rapid Action Program), HR Connect, and the whistleblower program, provide valuable feedback on employee sentiment and help improve communication.
What are your top three priorities for the HR department this year, and how do they align with the overall business strategy?
This year, our top three priorities for the HR department are: Developing Our Internal Database, Enhancing Training Programs, Customizing Benefit Plans.
These priorities align with our overall business strategy by enhancing our talent acquisition and development processes and ensuring that our HR practices support our organizational goals.
How do you approach talent management and retention in a competitive job market?
In a competitive job market, our approach to talent management and retention includes:
- Promoting from Within: We emphasize internal promotions and succession planning to ensure that our talent pool is developed and utilized effectively.
- External Recruitment: We participate in career fairs and offer training programs. These programs provide valuable opportunities for new graduates to gain experience and advance their careers within the company. Talent recognition ceremony: https://youtu.be/IRk2V10NqVA?si=kmmuWKO7zS5mikRH
- Investing in Development: We support ongoing education and professional development for our senior employees, ensuring they have opportunities to advance their skills and knowledge. For example, some of our employees have taken programs at Harvard or HEC Paris in Qatar.
Can you discuss the importance of collaboration between HR and other departments, and how you facilitate that collaboration?
Collaboration between HR and other departments is essential for:
- Defining Roles: Working closely with department heads to understand the requirements of new roles and identify talent gaps to facilitate recruiting the suitable candidate.
- Performance Management: Collaborating on performance management, hiring procedures, and disciplinary action, is also our focus when collaborating with other departments.
Given our diverse operations across 12 industries, we adapt our HR practices—such as salary structures and training programs—to meet the specific needs of each sector, from distribution to luxury retail, ensuring relevance and effectiveness.
What role does technology play in your HR strategy, and how do you leverage it to enhance employee experience?
Technology is the heart of our HR strategy, enhancing both processes and employee experiences. By embracing automation, we streamline administrative tasks like handling employee requests through platforms such as HR Connect and HR Hotline, enabling quick support access.
We utilize system-generated KPIs for transparent performance management, integrating seamlessly with finance and sales systems. Our extensive database allows for in-depth data analysis to identify turnover causes and trends, leading to proactive solutions.
Recruitment benefits from automated CV filtering, improving candidate quality and speed. Additionally, flexible attendance systems ensure accurate timekeeping, while self-service options empower employees, reducing administrative burdens and boosting satisfaction.
What are some common misconceptions about the role of HR that you would like to address?
A persistent misconception about HR is that it solely focuses on hiring and firing, neglecting its strategic value to the organization. In reality, HR is a vital business partner involved in developing policies that attract and retain talent, significantly influencing employee satisfaction and organizational effectiveness.
Additionally, HR safeguards employee rights through clear disciplinary procedures and grievance mechanisms, fostering an equitable environment for all. Another myth is that HR operates behind the scenes; however, it actively shapes organizational culture, ensuring alignment with company values, especially in diverse settings, while upholding fairness and transparency in all practices.
What advice would you give to aspiring HR leaders looking to make a significant impact in their organizations?
For aspiring HR leaders aiming to make a significant impact, my advice is centered around three core principles: Focus on People Development, Embrace Empathy, and Fairness, Leverage Technology.
By focusing on these areas, HR leaders can significantly impact their organizations, creating environments where employees are motivated, engaged, and aligned with the company’s strategic goals.
