Reforming Business Values with Innovative HR Processes

Nabeel Ahmed, Vice President of Human Resources at EnLink Midstream

Nabeel Ahmed is an HR professional with 20 years of extensive experience in providing tactical leadership on a global scale. Acknowledged for his leadership skills and development of solutions for large, diverse workforces, he demonstrates adeptness in collaborating with senior management to further business goals.

In an interview with HR Tech Outlook, Ahmed sheds light on the challenges in the human resource sector and how people are going to be the differentiator in an organization.

Can you walk me through your career journey and current responsibilities?

I completed my graduation and post-graduation in HR leadership in 2004 and started my professional career in a technology role before transitioning to HR recruitment. This marked the beginning of my HR career, focusing on implementations at a global scale. I then joined Baker Hughes, an energy services company, where I established HR shared services centers across the Middle East and Asia Pacific regions. I took a one-year hiatus from the oil and gas industry to work for United States Steel Corporation, managing the HR operations. I joined my current company, EnLink Midstream, where I have been focusing on transforming and restructuring the people processes.

What are some of the challenges prevailing in the human resource sector?

Businesses are seeking ways to optimize cost structures, impacting the human resource processes. Global geopolitical events also require HR to adopt a different approach to managing talent effectively. This enabled HR to switch from an execution role to a strategic partner in most organizations. A close collaboration between the HR and executive leaders sets the stage for addressing macroeconomic factors like three generations of the workforce like, GenZ, millennials and boomers, all working alongside each other for the first time. This diversity necessitates HR to establish processes and policies that cater to the distinct needs and preferences of each generation, a task that demands thoughtful leadership.

What are the emerging trends that can help address these issues?

One key trend is the increased use of technology in HR processes, particularly in training and development. Traditional in-person training is being complemented or replaced by remote and virtual methods, along with innovative technologies like gamification and AI. In industries like energy, attracting top talent has evolved beyond offering just job security and traditional benefits. Prospective employees now seek organizations that align with their values, contribute to the community, focus on sustainability, and prioritize diversity, inclusion, and equity. To attract and retain such talent, HR professionals must design creative and holistic compensation packages that go beyond base pay and basic benefits.

Can you share a recent project or initiative where you have implemented one of these trends successfully?

At EnLink Midstream, we have been exploring innovative ways to attract talent. Instead of relying solely on static job requisitions and career site links, we have started creating TikTok videos to showcase job opportunities. These videos emphasize the broader purpose of the organization, aligning with the preferences of the most recent generation entering the workforce. It's important to note that this approach may be more prevalent in developed countries, where talent supply and demand dynamics differ from developing countries.

How do you envision the future of the industry?

HR will continue to play a critical role in organizations, with a growing emphasis on the importance of people as the differentiator. Recognizing that the value of a company lies in its workforce, HR professionals will be at the forefront of strategic decision-making. As organizations confront constant change, the ability to embrace change and adapt will become a key success factor. HR will lead the charge in building an organizational structure and culture that thrives in this dynamic environment.

In addition, the integration of technology in HR processes will enhance efficiency, allowing HR to concentrate more on developing the human capabilities within the organization. This focus on human capability development will remain at the core of HR's evolving role.

What is your sage advice to fellow peers and aspiring professionals in this field?

Professionals should invest in developing business and financial acumen. Understanding the numbers and having a solid grasp of the business's financial drivers is crucial. Focus on being responsive to stakeholders. While one may not always have immediate solutions, being accessible and providing timely responses is highly appreciated. Adopting an external perspective helps in addressing the needs and expectations of external stakeholders like investors, executives, and employees. Lastly, it is important to approach the role with empathy, putting oneself in the shoes of employees and managers. It's a valuable trait that can set them apart in the industry.