Rabia Dhody

• Organisational Development, Capability & Transformation
• Developed strategic workforce policies that influenced talent acquisition, diversity, and retention strategies across government and industry sectors.
• Presented workforce strategy recommendations to executive committees, shaping multi-year planning and reform initiatives.
• Providing leadership and strategic business partnership to shape and lead strategic people and culture thinking.
• Championed leadership development and talent management programs.
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• Develop and deliver leadership forums, programs, and workshops.
• Enhanced employee experience through engagement, retention, and wellbeing strategies.
• Conducted in-depth analysis of organisational culture and capability needs.
• Developed, implemented and evaluated departments key workforce strategies and policies.
• Cultivated trusting relationships with Executive Leadership Team and cross-functional stakeholders to drive successful delivery of people plans while designing and implementing comprehensive department-wide strategies for learning and development, diversity and inclusion, change management, leadership development, succession , career development, retention, employee engagement and experience, performance management, and talent management (incorporating EVP & psychometrics).
• Assisted employees to help enhance job performance through mentoring, coaching and effective use of diagnostics including assessments such as Resilience, Hogan's, DISC, and Strengths).

Key Achievements

• Led the design, development, and launch of the Department's second Innovate Reconciliation Action Plan. Vetted the artists, ensured the vision is reflected in the artwork and artifacts.
• Currently developing, a multi-year strategy for the department's Diversity and Inclusion plan including Gender Equity Plan, DAIP and White Ribbon accreditation.
• Led the automation, design, roll out, and implementation of the department's LMS, Performance, and Recruitment Platform (HRMS).
• Formulated HRIS strategies for internal controls and implemented new HRIS systems that did not exist previously for recruitment, performance and learning management achieving 30% operational efficiency.
• Designed ,implemented and monitored impactful onboarding, engagement and exit initiatives leading to 15% increase in employee satisfaction and improved speed to productivity.
• Educated managers on cultural competency skills required for effective communication within diverse workforce.
• Deployed DISC assessments and debrief sessions to help teams appreciate various motivations of working of diverse workforce.
• Designed and implemented department-wide e-learning programs using Articulate and other animation platforms that increased employee completion rates by 50%.
• Introduced structured development initiatives, promoting culture of recognition and appreciation, and improved wellness initiatives resulting in 20% increased employee satisfaction.
• Designed and rolled out the Departments first annual Learning and Development Calendar for across career levels.
• Designed and rolled out the Department's annual Rewards and Recognition program and events with successful feedback.
• Conceptualised and implemented various employee engagement initiatives of Coffee Roulette, Onboarding Buddy Program, Reverse Shadowing, and Manager networking forums.
• Undertook Workforce planning to understand manpower needs, required future skills, build existing capabilities and capacities, redesigning jobs.
• Designed online workshops for managers on recruitment and launched e- recruitment system resulting in a 25% improvement in hiring efficiency.
• Managed a department-wide transition to a new HRIS, ensuring the project was delivered on time and within budget. Developed a training plan that achieved 95% user adoption within three months.
• Coaching and mentoring leaders to enhance people management capabilities

• Provide executive business partnership to lead people and culture strategies.
• Managed organisational development,design, behaviour and strategy, while advancing employee engagement, leadership development, learning and development, performance management, culture, engagement, employee experience, Learning and Diversity and Inclusion initiatives.
• Designed, developed and implemented strategies that drive workforce effectiveness and support the delivery of workforce productivity and value.
• Educated managers about cultural competency skills, DEI principles required for effective communication within a diverse workforce.
• Developed and delivered leadership forums, programs, and workshops including developing online micro credentials, podcasts and on the couch sessions.
• Led enterprise-wide change initiatives using structured methodologies (e.g., PROSCI).
• Embeddd cultural and behavioural change to support business transformation.
• Fostered an agile, future-ready workforce through targeted capability development.

Key Achievements

• Led employee performance management design, rollout and review process including team management and career development that did not previously exist.
• Led automation and implementation of WHS L&D platform including review of programs, discussions and choosing the vendors.
• Engaged with executive leadership to introduce a multi year diversity and inclusion strategy , Reconciliation Action Plan and Disability action plan that increased underrepresented presentation in leadership roles by 2%, staff living with disability by 2% and women in key roles by 10%.
• Led development and implementation of organisation wide EVP, talent, performance development programs, leadership capability, recognition and offboarding programs.
• Redesigned the entire new hire employee onboarding and learning process and introduced multiple benchmarked initiatives that resulted in improved engagement and retention rates.
• Managed a department-wide transition to a new HRIS, ensuring the project was delivered on time and within budget. Developed and delivered the user testing, project plan and a training plan that achieved 100% user adoption within two months.

• Managed 3 administrative staff and implemented and promoted best HR practices within business.
• Advised and influenced all levels of management for performance management, organisational development, and effective management practices.
• Served as strategic business partner to Executive leadership focused on transformational talent agenda designed to recruit, develop and retain the very best innovative talent in the business.
• Leveraged tools and systems e.g.; Workforce Dashboard, HRIS systems to perform analytics in support of business strategy and provide recommendations to key stakeholders.
• Developed and implemented agile workforce frameworks, optimising talent mobility and cross-functional team effectiveness.
• Built strong relationships with external regulatory bodies, unions, and legal advisors to ensure best-practice HR governance.

Key Achievements

• Created and delivered programs to develop leaders, managers, and other key talent ( including case management).
• Provided performance management guidance to line management (training workshops, coaching, counseling, career development, disciplinary actions).
• Provided guidance and input on business unit restructures, Enterprise Agreements, workforce planning, HIPO,identification/development, and succession planning resulting in 10% reduction in case management.
• Collaborated with cross-departmental teams to identify skill gaps, leading to the creation of targeted development plans and 60% improvement in team performance metrics.

• Led Human Resources and Strategy P/L and function of 5000+ company. Managed direct team of 15.
• Established the HR and Administration Functions in India , Singapore and Sri Lanka.
• Developed and implemented strategic business plans to increase company visibility and profitability.

Key Achievements

• Joined to establish the company while we were just 50 employees.
• Conducted training sessions for hiring managers on best practices for interviewing and evaluating candidates, resulting in 20% increase in quality of hires.
• Implemented Workday, Taleo and Fusion platforms and integrated HRIS systems increasing operational efficiency by 30%.
• Partnered with department heads to tailor people management strategies, leading to 40% improvement in team cohesion and 35% decrease in inter-departmental conflicts.
• Revitalized the performance management system, which resulted in 30% increase in timely appraisals and 20% uplift in employee satisfaction with the feedback process.
• Developed and implemented a people development initiatives like assessment centers, succession planning, job shadowing, skill development that aligned with business goals, contributing to a 15% increase in overall employee productivity within the first year of adoption.
• Led global mobility initiatives by successfully deploying offshore employees to on-site locations across APAC ensuring seamless integration into new roles and adherence to organisational goals.
• Advised leadership on mobility strategies to optimise workforce deployment, leading to 15% reduction in assignment costs and improving compliance with tax and immigration policies across 5 countries.
• Oversaw risk management for 50+ international assignments annually, mitigating tax, immigration, and payroll risks, achieving 100% compliance with local and international regulations and reducing processing time.

• Reporting to the Founders and CEO, Led HR, Admin, Legal function, ensuring robust and sustainable people systems, processes, and frameworks while also enabling sustainable and scalable cultural and operational changes.
• Led development of workforce and succession planning initiatives to manage critical positions, high potential and high performing employees.
• Led cultural change management with acquisition of 200 employee base organisation.
• Developed HR plan and budget to support strategic initiatives, overseeing Human Resources, legal, and administrative functions across India and APAC.
• Managed HR budget of 30 mn $ and direct team of 21 with 2000 employee base.
• Established scalable and sustainable processes from inception to cessation and beyond, including but not limited to Recruitment, Employee Experience and Engagement, Compensation, Audits, Performance, Business Transformations, onboarding, Recognition, Retention, HRMS Implementation, Payroll, Competency Frameworks, Change Management, Coaching and Mentoring.

Key Achievements

• Developed and implemented comprehensive talent acquisition strategy that resulted in 20% increase in the quality of hires and 15% decrease in time-to-fill positions and 25% increase in candidate conversion rate.
• Introduced assessment centers for performance management and succession planning resulting in 15% reduction in costs with 20% improved employee satisfaction.
• Implemented data-driven HR analytics system that provided actionable insights, leading to 30% increase in workforce productivity.
• Directed the expansion into three new international markets Singapore Philippines and Malaysia, which increased the company's global footprint by 10% and contributed to 10% growth in annual revenue.
• Developed and implemented an employee engagement program resulting in 10% decrease in turnover rates.
• Conducted a comprehensive workforce analysis to identify skill gaps, resulting in a targeted talent attraction campaign that increased applications from qualified candidates by 30%.
• Led people strategy to scale businesses during rapid expansion, ensuring alignment with commercial objectives.
• Provided executive coaching to senior leaders, enabling them to navigate complex challenges and lead with impact.
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• Led employer branding campaigns to position the company as an employer of choice.
• Designed recruitment marketing strategies to attract high-caliber talent.
• Implemented assessment frameworks to enhance candidate selection quality.

• Led Human Resource and Admin function and established agile and robust frameworks including budget planning, talent acquisition, performance management,investor and board governance,Learning and Development, employee relations, Diversity and Inclusion, workers compensation, offboarding,WHS and project management.
• Managed HR Budget of 80mn $ and led direct team of 18 .

Key Achievements

• Revamped performance review process implementing online performance platform including use of 360-degree feedback system, which contributed to 15% increase in performance, agile and accountable workforce and more transparent and fair assessment process.
• Implemented organizational development initiatives such as assessment Center, competency frameworks,surveys and succession planning activities resulting in 20% retention by development of engaged, high performing and cohesive teams quarter on quarter.
• Recruited over 50 employees in Singapore and Dubai.
• Developed and facilitated leadership development programs that prepared high-potential employees for management roles, resulting in 10 internal successions to senior positions within 20 months.
• Implemented company-wide open innovation platform, leading to the generation of over 100 employee-submitted ideas, with 10% successfully integrated into the product development pipeline, enhancing product diversity and customer satisfaction.
• Delivered rebranding of the company as part of employee and business value proposition strategy.
• Effectively mentored 20 leaders and 300 employees on company mission and values and led goal setting strategy sessions across the company.
• Led workforce mobility initiatives, deploying 20+ employees annually across MEA region while managing onsite and home payroll deployments and redeployments.
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• Developed career pathing initiatives to support leadership succession.
• Introduced competency-based performance frameworks to drive high performance.

• Managed HR Budget of 30mn$ and led direct team of 10.
• Led People, Finance and Admin functions for India and US.
• Managed and drove programs, initiatives and projects across the entire employee lifecycle.
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• Led executive-level discussions on organizational design and restructuring to optimize workforce productivity.

Key Achievements:

• Launched leadership development program that identified and nurtured high-potential employees, resulting in 50% increase in internal promotions and more robust succession pipeline.
• Introduced the concept of NPS and employee satisfaction which saw an improvement of 65% in the first year of implementation and 40% retention.
• Introduced learning and implementation of project management platforms for automation which resulted in 30% reduction in turn around time for product launches.
• Led 3 restructure processes.
• Developed a comprehensive change management training program that equipped 60+ managers with skills to lead teams through transitions, resulting in 20% decrease in turnover during change periods.

• Managed direct team of 3 Senior HR Business Partners with indirect reporting team of 31 members.
• Managed Geography of Asia Pacific, Europe, Middle East, and India for people function.
• Oversaw the management of high-performance and high-potential employees.
• Provided strategic guidance to executives, enhancing workforce deployment efficiency through improved relocation , bench strength , redeployment and risk management practices.
• Executed global mobility transformation projects, moving offshore employees to on-site locations across APAC and EMEA annually, ensuring full compliance and successful role alignment.

Key Achievements

• Led successful workforce planning initiatives, job realignment, succession planning and team-building projects. These efforts resulted in 3% reduction in turnover and 30% increase in engagement through the implementation of streamlined rewards systems and competency frameworks.
• Launched programs to cultivate women's leadership resulting in 4% increase in senior leadership representation.
• Developed and executed a targeted employee development program that led to 30% increase in internal promotions.
• Facilitated C-suite and leadership offsites, focusing on vision alignment, strategic execution, and leadership effectiveness.
• Championed diversity, equity, and inclusion as a competitive advantage in talent strategy.

• Led team of 32 direct reports and 24 worksites.
• Established and led the HR Function and initiated measures to drive building productive cultures, leadership development, diversity and inclusion initiatives, learning and development and workforce engagement.