In today’s fast-evolving business landscape, organisations that truly thrive are those that place people at the heart of every strategy. Beyond processes and profits, the most successful companies recognise that culture, engagement, and growth define long-term success. Leaders who can transform workplaces into environments where talent feels inspired, valued, and empowered are the ones driving meaningful change across industries.
Standing out in this realm is Jabir Thaikkadan, Human Resources Manager at Remah International Group LTD. Since joining in 2017, he has been pivotal in crafting a strong work culture through innovative employee engagement initiatives, structured recognition programs, and digital HR transformations. Jabir ensures that every team member feels connected to the organisation’s vision while contributing to the UAE’s progress. His approach bridges strategy with empathy, aligning workforce satisfaction with corporate goals and turning employees into brand ambassadors.
Under Jabir’s leadership, Remah International Group has not only modernised its HR systems but has strengthened its identity as a forward-thinking, socially responsible organisation. By integrating talent development, leadership mentorship, and well-being programs, he fosters a workplace where individuals thrive and the organisation flourishes in parallel. His philosophy is simple yet profound: when employees grow, the organisation grows.
Learn how Jabir Thaikkadan’s strategic HR initiatives are shaping a culture of engagement and excellence.
Shaping Organisational Culture and Employee Engagement
At Remah International Group, people remain the heartbeat of the organisation. Since joining in 2017, Jabir Thaikkadan, Human Resources Manager, has diligently worked to cultivate a culture anchored in integrity, inclusivity, and continuous growth. His efforts have focused on creating a workplace where employees feel deeply connected to the company’s vision and take pride in contributing to the UAE’s progress.
The organisation’s employee engagement strategy emphasizes transparency, recognition, and trust. Through structured feedback systems, pulse surveys, and an open-door policy, communication flows seamlessly across all levels. Jabir believes, “Strong work culture cannot be imposed; it must be lived.” Hence, collaboration is encouraged, and leadership remains accessible and approachable.
Among the initiatives Jabir takes pride in is the Employee Recognition Program, designed to celebrate exceptional contributions and foster a genuine sense of belonging. Engagement is extended beyond the office through volunteering activities, social gatherings, and well-being programs, nurturing meaningful connections within Remah’s diverse workforce.
Strengthening Workforce Satisfaction and Brand Identity
Although Jabir’s primary focus is HR, he collaborates closely with the PR team to ensure that internal and external communications reflect shared values. Both functions rely on a central principle: communication shapes perception, trust, and connection.
Under his leadership, HR has adopted a digital transformation approach, implementing data-driven, efficient, and transparent systems from automated onboarding processes to digital performance management tools. These initiatives have not only modernized the employee experience but also strengthened Remah’s employer brand, positioning the company as a forward-thinking organisation that prioritizes innovation and well-being.
Through this synergy, internal communications mirror the company’s external reputation. Employees who take pride in their workplace naturally become brand ambassadors, making the alignment between workforce satisfaction and brand identity one of Remah’s greatest assets.
Addressing Talent Management, Retention, and Organisational Development Challenges
Talent management at Remah spans multiple sectors, including defense, energy, healthcare, and agriculture, each requiring specialised skills. Despite these differences, Jabir applies a consistent approach: identifying potential early and nurturing it with purpose.
Retention is driven by recognition and growth. Structured career paths and internal mobility programs provide employees with cross-functional opportunities, ensuring they feel challenged, valued, and confident in their long-term growth.
Jabir has also implemented a comprehensive Talent Development Framework, combining leadership workshops, mentoring, and technical upskilling. Regular benchmarking of compensation and benefits ensures fairness and competitiveness. These strategies have led to a significant reduction in attrition, reflecting heightened employee commitment and satisfaction.
Designing HR Policies and PR Strategies for Industry Leadership
In today’s rapidly evolving HR landscape, Remah anticipates transformation rather than reacts to it. Jabir leads the continuous refinement of HR policies to meet new workforce expectations, particularly in hybrid working, diversity and inclusion, and employee wellness.
A notable milestone under his leadership is the digital HR transformation initiative, which streamlined communication, attendance, and performance management into a unified platform. Policies are also aligned with the UAE’s vision for innovation and Emiratisation, ensuring that Remah’s practices contribute to national objectives. Through ongoing industry research, benchmarking, and collaboration with HR networks, Jabir ensures the organisation remains future-ready.
Fostering a Positive Work Environment Aligned with Business Goals
For Jabir, “A positive work environment is intentional, not accidental.” “When employees thrive, the organisation thrives,” he quotes.
Focusing on communication, recognition, and growth, he bridges the gap between management and staff through town halls, open feedback sessions, and recognition events. HR programs are directly linked to business goals, allowing employees to see how their contributions drive Remah’s overall success.
A prime example is the Emiratisation strategy, approached not as a compliance requirement but as an opportunity to nurture local talent and enrich the workplace culture. This initiative has yielded both strategic and social impact, reinforcing the company’s commitment to purposeful growth.
Measuring the Impact of HR Projects and PR Efforts
Jabir utilises a blend of quantitative and qualitative metrics to evaluate HR and PR initiatives. Employee satisfaction surveys, retention data, and productivity indicators serve as primary benchmarks.
For instance, the implementation of a more cost-effective and beneficial health insurance plan led to noticeable improvements in employee satisfaction. Feedback revealed that employees felt more valued, while the organisation benefited from optimized cost management, a clear win-win scenario.
From a branding perspective, internal engagement initiatives have enhanced external perception. Metrics such as job application rates, referral ratios, and industry event participation demonstrate that Remah’s reputation as an ethical and people-focused employer remains a key organisational asset.
Harmonising Leadership Across HR and Communications
Managing both HR and corporate communications demands empathy, clarity, and strategic delegation. Jabir views these functions as deeply interconnected, both focusing on people, perception, and trust.
He empowers team leads with decision-making authority while ensuring cohesion through regular cross-functional meetings. By leveraging data and feedback, every HR message, whether related to policy, performance, or recognition, reflects the company’s core values. Authentic and timely communication not only boosts employee confidence but also strengthens corporate credibility.
Personal Growth Driving Organisational Value
Jabir emphasizes, “Career growth transcends titles; it is about expanding influence and creating impact.” Since joining Remah, he has evolved from managing HR operations to driving strategic initiatives that shape the organisation’s future.
He continually invests in professional development through leadership programs, certifications, and cross-functional exposure. His next goal is to contribute more deeply to global partnerships and talent localization strategies. Jabir believes, “Personal growth should always translate into tangible value for both employees and the organisation.”
Inspiring Teams, Cultivating Leaders
Jabir’s leadership philosophy rests on trust, collaboration, and empowerment. He believes, “Leaders do not create followers; they cultivate more leaders.” Every team member, irrespective of their role, has the capacity to influence outcomes.
Through mentorship, accountability, coaching sessions, and open discussions, he encourages team members to share challenges and successes. Public recognition of individual contributions reinforces a culture of appreciation.
To sustain long-term performance, he aligns team goals with Remah’s mission of innovation and excellence, fostering clarity, motivation, and collective ownership of results.
