February Spotlight: Nasriyn Snell

Tell us about you, your experience and time in the Middle East?

I’m driven by the belief that as a business, the quality and talent of your employees, is what separates you from your competitors! It is not an accident companies such as Google attract over 2 million applications globally a year and essentially have their pick of top talent. 

As a seasoned human capital professional with 17 years of human capital management experience, I focus on developing high-performance cultures where employees are able to be the best versions of themselves. In addition, I conceptualize and drive human capital strategies that help employees feel inspired and motivated to come to work, perform at their best, do deeply meaningful work that contributes to society, feel safe while they are at work and return home feeling fulfilled by the work they have performed. By extension, this empowers the business to achieve more as overall productivity, performance, culture, value alignment and goal execution is attained.

Being new to the region, I look forward to driving this approach wherever I may find myself employed.  

How would you describe the culture of your business?

As I only recently moved to the region, I’m currently in between assignments and assessing various options. I have experience in a multitude of different cultures and industries, throughout my years of experience. From Recruitment Agencies to Consulting and FMCG (Fast Moving Consumer Goods), I have always focused on remaining flexible and agile in my approach to ensure value is continuously delivered in line with the business performance and outcomes that allow me to leave the company in a better shape than what I found it in. By driving a culture that focuses on growth, accountability, transparency, clarity and success, strategy can be executed with a value aligned, unified talent pool. 

What are the biggest challenges in the next 5 years?

As Human Capital professionals we will most certainly be challenged by the following in the next few years:

  • Design for a fit for purpose driven organization
  • Designing an organizational structure that takes into account the growing influence of technology, especially AI
  • Growing the next wave of talent for your organization
  • Motivating and engaging the new generation of workers
  • Evolving compensation and benefits strategies to more than the traditional metrics
  • Find exciting ways to entice employees to fulfil their passions

What are the skills of tomorrow that will require success in the world of work? And how do we best prepare for that?

  • Things I would look at center around empowering our employees to be able to adapt to change quicker
  • To be purpose led and have the freedom and safety to take calculated risks
  • To drive value across the entire value chain of the organization
  • To be accountable for actions and their consequences
  • To use innovation as a driver of growth preparing for the business of tomorrow
  • To ensure we are running the business of today as operationally efficient as possible 

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