It’s fascinating how our childhood experiences can shape our career paths in unexpected ways. Often, the passions and interests we explore as children lay the groundwork for the careers we pursue as adults. Childhood challenges and triumphs can significantly influence our professional trajectories. Even seemingly trivial hobbies and interests can leave lasting imprints. The curiosity and imagination that fuel these early passions often translate into innovative thinking and creativity in professional life.
As a young girl, Magdolin Boukhary would often visit her father’s office where she would watch him conduct interviews with potential flight attendants applying for Saudia Airlines. She was always intrigued by the questions he asked and the responses he received. Those moments left a lasting impression on me, though she eventually forgot about them, especially after her father passed away.
In her post-graduation days, Magdolin found herself working as an interpreter in the delivery ward of a large healthcare institution. Little did she know, she was gradually moving into a training and development role, which slowly drew her into the world of talent acquisition.
“A few years later, I received a call from my father’s secretary in Greece. She asked about how I was doing, and when I told her I was now working in HR, she burst out laughing. “I knew you would follow your passion,” she said. At that moment, I realized that HR had become more than just a job for me; it was a passion I had unknowingly pursued all along. Looking back, I see how those childhood experiences shaped my career path, connecting my past to my present in a way that feels both profound and meaningful,” recollects Magdolin.
Today Magdolin leads as the Chief People & Culture Officer at EVIQ, where she plays a pivotal role in fostering a positive and productive work environment. Her extensive career includes key HR roles at esteemed organizations such as King Abdulaziz Medical City, Saudi National Bank, and Binzagr Company. Magdolin is also a graduate of the 2030 Leaders program by MISK and a member of the Saudi Leadership Society. Known for her adeptness in navigating diverse cultural environments, she excels at unifying teams and dismantling barriers to enhance collaboration.
Magdolin’s ability to synthesize analytical insights with interpersonal skills ensures robust support to management and the cultivation of strong, enduring relationships across all levels of a company.
The Company
EVIQ, the Electric Vehicle Infrastructure Company, is a joint venture between the Public Investment Fund (PIF) and the Saudi Electricity Company (SEC). It is empowering the electric vehicle (EV) era in Saudi Arabia by operating in the infrastructure sector. As both a Charge Point Operator (CPO) and an eMobility Service Provider (EMSP), providing essential EV charging services to drivers across the kingdom.
Headquartered in Riyadh, EVIQ is dedicated to supporting the adoption of electric vehicles (EVs) in Saudi Arabia by building a nationwide network of fast-charging hubs. Its mission is to provide reliable, accessible, and wide-reaching EV fast-charging infrastructure, enabling EV drivers to confidently embrace electric mobility. By collaborating with various public and private players, EVIQ aims to create a robust EV ecosystem that aligns with the Kingdom’s sustainability goals.
Employee Engagement at EVIQ
Magdolin and her team have implemented several key strategies at EVIQ to enhance employee engagement and retention.
First and foremost, they prioritize open communication and feedback, creating a culture where employees feel comfortable sharing their ideas and concerns. Regular check-ins and anonymous surveys allow them to gauge employee sentiment and address issues promptly. They also focus on providing meaningful learning and development opportunities, ensuring that employees have access to training programs that align with their career aspirations. This not only helps them grow professionally but also demonstrates our commitment to their success.
Additionally, EVIQ has introduced flexible work arrangements, recognizing that work-life balance is crucial for employee satisfaction. By offering options for remote work and flexible hours, it empowers employees to manage their personal and professional lives more effectively. To foster a sense of community, team-building activities, and social events are organized that encourage collaboration and relationships among colleagues. “We also celebrate achievements and milestones, which helps to create a positive and motivating work environment,” shares Magdolin.
Moreover, recognizing and rewarding employee contributions is a core part of EVIQ’s engagement strategy. Magdolin’s team is currently implementing a recognition program that highlights outstanding performance and encourages peer-to-peer recognition. This not only boosts morale but also reinforces a culture of appreciation. Through these comprehensive strategies, they aim to create an engaging workplace that values and retains its talented employees, ultimately driving organizational success.
Challenges as an HR Professional
Throughout her career as a Chief HR Officer, Magdolin has faced several significant challenges that have ultimately shaped her approach to leadership. One of the most prominent was navigating organizational change, especially during mergers and acquisitions. Aligning diverse corporate cultures while maintaining employee morale proved to be daunting. To overcome this, she implemented a comprehensive change management strategy that emphasized transparent communication. She involved employees in the transition process, fostering a sense of ownership and providing support. This approach not only helped ease the transition but also created a resilient workforce that embraced new directions.
Another challenge was adapting to technological disruption. In an era of rapid technological advancement, Magdolin found it crucial to integrate new tools and systems without losing sight of the human aspect of HR. She tackled this by investing in training programs that taught employees how to use new technologies while emphasizing the importance of interpersonal skills. This dual focus helped bridge the gap between digital transformation and human connection, fostering a harmonious workplace.
Fostering diversity and inclusion has also been a complex challenge. She recognized that creating a truly inclusive workplace requires sustained effort and commitment. To address unconscious biases within hiring practices and company culture, Magdolin championed diversity initiatives by implementing robust training programs and reevaluating recruitment strategies. Establishing metrics to track progress allowed her to foster an environment where diverse voices were heard and valued, driving meaningful change that enhanced both innovation and employee satisfaction.
Lastly, balancing compliance with employee advocacy has been a tricky endeavor. The ever-evolving landscape of labor laws and regulations often presents a challenge to maintain compliance while advocating for employees’ well-being. I adopted a proactive approach by staying informed about legislative changes and fostering open dialogue with employees. Involving them in discussions around policies and practices ensured that our compliance measures reflected our commitment to the workforce, ultimately cultivating trust and loyalty.
The Evolving Role of HR with Technology
The role of HR is evolving significantly with the rise of digital transformation and AI in the workplace. One of the most notable changes Magdolin observes is the shift toward data-driven decision-making. HR can leverage AI and analytics to gather insights from employee data, enabling more informed decisions regarding recruitment, performance management, and employee engagement. This transition allows HR to move from intuition-based decisions to data-driven strategies.
Additionally, AI tools are streamlining the recruitment process by automating resume screening, identifying the best candidates using predictive analytics, and enhancing candidate experience through chatbots. This automation frees HR professionals to focus more on strategic aspects of hiring rather than administrative tasks. Moreover, digital tools enable HR to offer personalized learning and development opportunities tailored to individual employee needs and career goals. AI can suggest customized training programs, helping employees grow and advance within the
organization.
Improved employee engagement, says Magdolin, is another key benefit of digital transformation. Digital platforms facilitate better communication and feedback channels, promoting a more engaged workforce. HR can use AI-driven surveys and sentiment analysis to gauge employee satisfaction and address concerns proactively. The emphasis on flexibility and remote work has also become paramount. HR will play a crucial role in creating policies that support flexible work arrangements and ensuring that remote employees feel connected and engaged.
Keeping a Human-centric Approach
Balancing the integration of technology with a human-centric approach in HR practices is essential for creating a supportive workplace. Magdolin and her team at EVIQ recognize that while technology can enhance efficiency and streamline processes, the human element remains vital to fostering strong relationships and understanding employee needs. To achieve this balance, they leverage technology to automate routine tasks, such as payroll and data management, which allows HR professionals to dedicate more time to personal interactions and strategic initiatives.
They also use technology to enhance communication, providing platforms for employee feedback and engagement that facilitate open dialogue. However, they ensure that these tools complement rather than replace personal connections. Regular face-to-face meetings and team-building activities are prioritized to maintain the interpersonal relationships that are crucial for a cohesive work environment.
Additionally, they emphasize training for HR staff to develop their emotional intelligence and interpersonal skills, enabling them to use technology effectively while remaining empathetic and responsive to employee concerns. “By combining the efficiency of digital tools with a strong focus on human interactions, we create an HR approach that values both technological advancements and the essential human touch, ultimately fostering a more engaged and satisfied workforce,” says Magdolin.
Supporting Diversity and Inclusion
EVIQ is deeply committed to fostering diversity and inclusion within the organization, recognizing that a diverse workforce drives innovation and enhances overall performance. To support this commitment, it implements a range of initiatives aimed at creating an inclusive environment where all employees feel valued and respected.
One of the primary ways EVIQ promotes diversity is through its recruitment practices. It actively seeks to attract candidates from varied backgrounds, ensuring that its hiring processes are free from bias. This includes utilizing diverse interview panels and employing recruitment strategies that reach underrepresented communities. By prioritizing diversity in its talent acquisition efforts, it aims to build a workforce that reflects the diverse perspectives and experiences of the broader society.
In addition to recruitment, EVIQ invests in training and development programs that emphasize the importance of diversity and inclusion. “We offer awareness initiatives that educate employees about unconscious bias and cultural competency, fostering a culture of awareness and understanding. These programs encourage open dialogue about diversity-related issues, empowering employees to engage in meaningful conversations and learn from one another,” shares Magdolin.
Thoughts on the Future of Work
The future of work, believes Magdolin, is set for transformative change, driven by technology advancements, shifting demographics, and evolving employee expectations. Key skills will become increasingly valuable as we navigate this landscape. Adaptability, she feels, will be essential; the ability to pivot in response to new technologies, market trends, and organizational changes will set successful professionals apart. This adaptability pairs with continuous learning, necessitated by the pace of change.
She feels that collaboration and communication skills will also be crucial. As remote and hybrid work models become more prevalent, effective virtual collaboration will require clear communication and cohesive teamwork across diverse teams. Emotional intelligence will play a significant role, allowing professionals to navigate interpersonal dynamics and foster strong relationships in a digital environment.
Moreover, digital literacy will be foundational across all industries. As automation and AI tools become integrated into daily operations, employees will need to leverage technology to enhance productivity and decision-making. This includes not only technical skills but also critical thinking and problem-solving abilities.
“Finally, a strong focus on diversity, equity, and inclusion will be paramount. Organizations prioritizing these values will benefit from varied perspectives and ideas, driving creativity and innovation. Professionals championing inclusive practices will shape the future workplace. In summary, the future of work will demand adaptability, collaboration, digital literacy, and a commitment to inclusion, positioning those who cultivate these skills for success,” predicts Magdolin.
Staying Updated
To stay updated with the latest trends and best practices in HR and talent management, Magdolin prioritizes several key strategies that promote continuous learning and professional development. One of the most effective ways she does this is by actively participating in industry conferences and seminars. These events are invaluable, as they allow her to hear from thought leaders and experts who share insights on emerging trends and innovative practices. Beyond gaining knowledge, these gatherings also provide fantastic networking opportunities that can lead to collaborative initiatives and partnerships.
Magdolin also makes it a point to engage with professional organizations and associations, such as the Society for Human Resource Management (SHRM) and the Chartered Institute of Personnel and Development (CIPD). Being a member of these organizations grants her access to exclusive resources, research reports, and best practice guidelines that inform her strategic decision-making. Engaging with her peers in these networks allows for a rich exchange of knowledge, where she can learn from their experiences and successes.
Reading industry publications, blogs, and research papers is another crucial aspect of her approach. By subscribing to leading HR magazines and online platforms, Magdolin can keep abreast of the latest developments, tools, and technologies that enhance HR practices. This ongoing education fosters a culture of innovation within her HR function, encouraging her to explore new methodologies and approaches.
“I believe in the importance of soliciting feedback from employees and conducting regular surveys. Understanding employee sentiment provides real-time insights into their needs and preferences, helping me identify areas for improvement and adapt our HR strategies accordingly. By combining these various approaches—attending events, engaging with professional networks, consuming relevant literature, and listening to employees—I can effectively stay updated on trends and best practices, ensuring that our organization remains competitive and responsive in the ever-evolving landscape of human resources,” shares Magdolin.
Goals Ahead
Magdolin and her team’s primary goal for the next five years is to cultivate a high-performance culture that not only attracts top talent but also fosters employee engagement and retention. They aim to create an environment where every team member feels empowered to contribute their best work and pursue their career aspirations. To achieve this, they are implementing several key strategies.
First, they are focusing on enhancing EVIQ’s talent acquisition processes to ensure they attract diverse and skilled candidates. This includes refining their recruitment strategies, utilizing data analytics to identify the best sources of talent, and actively engaging with underrepresented communities. By building a diverse workforce, they believe they can drive innovation and improve overall team performance.
Second, they are committed to investing in employee development. They are designing comprehensive training and leadership programs tailored to meet the needs of their employees at all levels. By providing opportunities for continuous learning and career advancement, they aim to boost employee engagement and satisfaction, which are crucial for retention.
Additionally, they are prioritizing employee feedback and well-being. They plan to implement regular pulse surveys to gauge employee sentiment and identify areas for improvement. This feedback loop will allow them to adapt their strategies in real time and ensure that they are addressing the needs of their workforce.
“Finally, fostering a culture of recognition and appreciation is essential. We are developing a robust recognition program that celebrates individual and team achievements, reinforcing a positive work environment. By focusing on these areas—talent acquisition, employee development, feedback mechanisms, and recognition—we are laying the groundwork to achieve our goal of a high-performance culture over the next five years,” concludes Magdolin.
Words of Experience
For young professionals aspiring to lead in HR, here are some key tips by Magdolin:
- Build Strong Relationships: Effective HR leadership relies on trust and collaboration. Invest time in understanding your colleagues and networking within and outside your organization.
- Embrace Continuous Learning: Stay updated on industry trends, attend workshops, and seek mentorship. This commitment to lifelong learning will help you adapt and innovate.
- Develop Strategic Thinking: Align HR initiatives with organizational goals. Cultivating a strategic mindset will enable you to contribute meaningfully to business discussions and showcase HR as a strategic partner.
- Value Empathy and Emotional Intelligence: Connect with others, understand their perspectives, and foster an inclusive environment. These skills will set you apart and enhance your leadership effectiveness.
“By focusing on these areas, you can build a successful career in HR and make a significant impact on your organization,” she says.
A Quote to Live By:
“You can’t stop the future, you can’t rewind the past, the only way to find the sweet spot is to press play.” – Jay Maisel.
“This inspires me to embrace change and innovation in the workplace, emphasizing the importance of adaptability and forward-thinking in HR practices,” concludes Magdolin.
Quote: “We are proud to be building Saudi’s first Kingdom-wide rapid charging network to change the way we move and empower our transition to electric vehicles.”
Quote: “We are building 1,000 charging points consisting of 5,000 EV chargers across the Kingdom by 2030, so we’ll be everywhere you need to be.”
Quote: “Through various strategies, EVIQ strives to create an inclusive workplace where every employee can thrive and contribute to our collective success.”
