Driving Organizational Excellence Through International Expertise and Social Responsibility!

Leadership, a concept as old as civilization itself, has always captivated our imagination. From ancient rulers to modern-day CEOs, we often wonder: Is leadership something we’re born with, or can it be developed over time? This age-old question often sparks debates in boardrooms and academic circles alike. Yet, amidst the discourse, individuals like Osman emerge as living proof that leadership can indeed be nurtured and refined through dedication, experience, and an unrelenting commitment to growth.

Osman Unal, the Chief Human Resources Officer at YILDIRIM Group of Companies, epitomizes the essence of enterprising leadership. With a career spanning 36 years across national and international corporations, his journey is a testament to the transformative power of continuous learning and adaptability.

A graduate of TED Ankara College and Hacettepe University, top-achieving schools in Türkiye, Osman’s professional trajectory began with Koç Holding before venturing into a myriad of roles in companies like Inchcape PLC, Burmah Castrol, Vodafone, Soyak Holding, Ekol Logistics, and DHL. His international exposure, encompassing six countries, enriched his expertise in Human Resources, L&D, and Total Quality Management.

His passion for organizational development, talent management, and employer branding is evident in his relentless pursuit of excellence. His certifications from esteemed institutions like CIPD London and Adler Prof. Coaching School underscore his commitment to honing his skills and driving positive change.

Beyond his corporate endeavors, Osman’s dedication to societal welfare shines through his active involvement in NGOs like KALDER, TKYD, and the YANINDAYIZ Association. His role as a representative for Türkiye in the European Commission’s “Equality Pays Off” initiative reflects his advocacy for social justice and inclusivity.

Osman’s journey encapsulates the essence of leadership as a journey of continuous growth and contribution. As he aptly puts it, “What motivated me to embark on this sector was the constant challenge, turning each day into a valuable experience.” Indeed, his story serves as a beacon of inspiration for aspiring leaders, emphasizing the importance of resilience, adaptability, and a relentless pursuit of excellence in the pursuit of one’s professional and personal aspirations.

Let us explore his journey:

A Legacy of Entrepreneurship and Growth

The foundations of YILDIRIM Group date back to 1963, when the late Garip YILDIRIM established a modest construction materials trading company called Garip YILDIRIM and Sons in Samsun, Türkiye. Since its inception, the Group has continuously expanded its focus through the establishment of new subsidiaries. Through entrepreneurship and ongoing innovation, it has transformed into an industrially diversified group of companies and emerged as one of the fastest-growing Turkish industrial groups since 2005.

YILDIRIM Group remains a family-owned business, wholly owned by the YILDIRIM family. Following the passing of founder Garip YILDIRIM and his brother Mehmet YILDIRIM in 2017, brothers Ali Rıza YILDIRIM and Robert Yuksel YILDIRIM have taken the helm of the company’s operations since 2018. The company’s business structure fosters passionate motivation for sustainable growth and enables quick and sound decision-making.

In 1993, YILDIRIM Group ventured into international trade by directly importing coal from Russia. Fifteen years later, in 2008, the company achieved its first international acquisition in Sweden. Since then, YILDIRIM Group has evolved into a global force headquartered in Istanbul and Amsterdam, with operations spanning 56 countries across five continents. The Group employs more than 25,000 people worldwide.

The Gratifying Role

According to Osman, serving as a Chief Human Resources Officer brings him immense satisfaction, particularly when he observes the joy and contentment among employees who play a crucial role in guaranteeing customer satisfaction. He regards the functions undertaken by the Human Resources department as indispensable for the well-being of both the organization and its workforce, emphasizing that the positive outcomes of their efforts gradually manifest over time. Furthermore, he finds great fulfillment in contributing to the harmonious relationship between the company and its employees, believing it to be pivotal for sustainable success and growth.

Fostering a Positive Workplace Culture

Recognizing that a positive work culture directly affects employee morale, productivity, and retention, Osman highlights the importance of doing so. The following are some generally applicable methods for establishing and maintaining a happy workplace, with particular procedures modified to accommodate regional customs, regulatory requirements, and business standards:

• Open Communication: Encourage transparent and open communication across all organizational levels, fostering an environment where everyone feels heard and valued through regular feedback, open-door policies, and inclusive meetings.
• Recognition and Appreciation: Regularly acknowledge and reward employees’ hard work and achievements, whether through formal recognition programs, informal shout-outs, or simple thank-you notes.
• Professional Development: Invest in employees’ growth and development through training programs, workshops, mentorship, and advancement opportunities, demonstrating the organization’s commitment to its workforce and encouraging loyalty and engagement.
• Work-Life Balance: Promote policies supporting a healthy balance between work and personal life, such as flexible working hours, remote work options, and generous leave policies to enhance employee well-being and satisfaction.
• Inclusive Culture: Foster an inclusive culture that values diversity and offers equal opportunities for all employees, including fair hiring practices, support for diversity and inclusion initiatives, and a workplace free from discrimination and harassment.
• Team Building and Social Events: Organize regular team-building activities and social events to strengthen relationships among employees, break down barriers, improve communication, and build a sense of community within the organization.
• Employee Well-being: Prioritize employee well-being by offering resources and support for mental and physical health, such as wellness programs, counseling services, and health-related benefits.
• Effective Leadership: Leaders play a pivotal role in shaping workplace culture, leading by example through empathy, integrity, and a commitment to the organization’s values and mission.
• Feedback Mechanisms: Implement mechanisms for employees to provide feedback about workplace culture, policies, and practices, leveraging this input to drive continuous improvements.
• Safety and Security: Ensure a safe and secure work environment where employees feel protected and motivated, addressing both physical safety and data protection and privacy concerns.

Continuous Learning on Team Performance

In his experience, Osman stresses the prominent role of continuous learning and development in nurturing a high-performing and motivated team. He asserts that in today’s versatile world, the key to staying relevant is to embark on a never-ending learning journey. By investing in learning, individuals can enrich their skills, broaden their knowledge base, and stay abreast of the latest developments in their field. This not only enhances their expertise but also propels their career advancement, leading to heightened morale, job satisfaction, and a greater sense of self-worth among team members. Moreover, providing opportunities for employee development has been correlated with higher retention rates within organizations.

From an organizational standpoint, fostering a culture of ongoing development is imperative for driving business innovation, fostering growth, boosting productivity, and maintaining competitiveness in the market. Motivated and engaged employees, who are continually expanding their skill sets and knowledge, are more likely to perform at their best and collaborate effectively within their teams. As such, Osman underscores the profound impact of continuous learning on team performance and organizational success.

Successfully Navigating a Challenging HR Issue

Osman, reflecting on his experience, emphasizes that human resources executives constantly navigate the delicate balance between employee welfare and organizational needs. This delicate balance often leads to encountering challenging situations that require careful management. One particularly demanding task he faced was overseeing the termination of 215 employees simultaneously. This decision was made in alignment with a global directive to restructure the sales organization regionally.

There were several psychological and practical difficulties in addressing this circumstance. Given that the employees’ performance was not the reason for their termination, he found it exceedingly challenging to break the news to them without negatively impacting their spirits. The HR team looked into different solutions, such as moving some staff members to other divisions like logistics, to address this. In order to help individuals impacted by the reorganization and ensure they could reenter the workforce with fresh drive, they also introduced outplacement services.

Osman underlines that although overseeing a large-scale termination procedure was clearly difficult, the adoption of supporting measures lessened the effects on workers and made the transition easier for the company and its personnel.

Aligning Employee Needs with Organizational Goals

When it comes to the process of making decisions, Osman takes a thoughtful stance that is comparable to facing a giant mirror. The search for objectivity is at the heart of his approach. In the same way that someone looks in the mirror, examining clothes and grooming for changes, he concentrates on weighing several viewpoints prior to making a choice. Analyzing behavioral indicators like posture and attitude is part of this introspective process; it’s similar to tracking changes in one’s reflection.

As a Chief Human Resources Officer (CHRO), he emphasizes the importance of fairness to both the company and its employees. Recognizing the ramifications of erroneous decisions in human-related matters, he then underscores the need for clear-eyed evaluation and flexible thinking. His decisions are grounded in a nuanced understanding of managing expectations over the long term, weighing considerations such as costs, time constraints, diversity, and sustainability issues. Through this holistic approach, Osman navigates the delicate balance between meeting employee needs and advancing the strategic goals of the organization.

Future Trends in HR Management

Osman highlights the shaping of the future of work, emphasizing employee well-being and inclusivity as key emerging trends in HR management. He observes a growing focus on comprehensive benefits packages and learning and development opportunities in workplaces. This strategic shift aims to attract, retain, and support a diverse workforce by catering to the evolving needs and expectations of employees in today’s dynamic environment.

Furthermore, he underscores the importance of trust and open communication in HR practices. He highlights the need for transparent communication and the sharing of strategic visions across organizations to foster trust between employees and leaders. With a generational shift to younger managers, particularly from Generation Z, he further notes that different expectations for leadership emerge, placing emphasis on openness and involvement in decision-making processes.

Prioritizing Diversity, Equity, and Inclusion

Osman underlines the significance of giving diversity, equality, and inclusion (DEI) programs top priority through a thorough and efficient approach in his capacity as an HR executive.

• Leadership Commitment: He highlights the necessity of active support from top management, as securing commitment from leadership is crucial for the success of DEI initiatives.
• Assessing Current State: He advocates for conducting assessments of the current state of diversity and inclusion within the organization, providing valuable insights into areas that require improvement.
• Setting Clear Goals: Osman emphasizes the importance of managing to set clear goals and objectives, which serve as guiding principles for DEI efforts.
• Fostering an Inclusive Culture: One of his key priorities is working to foster an inclusive culture where all employees feel valued, respected, and included.
• Education and Training: He believes in providing ongoing education and training for all employees to raise awareness about diversity and inclusion issues, fostering a more inclusive workplace environment.
• Transparency and Communication: Osman stresses the significance of keeping all stakeholders informed about the organization’s DEI goals and progression, ensuring transparency and accountability.

By prioritizing these areas, he can effectively drive initiatives that not only improve workplace culture but also contribute to the organization’s innovation and success.

Essential Strategies for HR Professionals

Osman illustrates the multifaceted and critical role of HR professionals in organizational success and health by the following parameters:

• Invest in Professional Development: The field of HR is constantly evolving, and continuous learning is essential to stay updated with the latest trends, strategies, and technologies in HR management.
• Enhance Communication Skills: Strong communication skills are paramount for HR professionals. Effective communication involves not only conveying information clearly and concisely but also actively listening to employees at all levels.
• Embrace Technology: Utilize technology for various HR functions such as data management, recruitment, training, and performance management.
• Foster a Positive Work Culture: Work towards creating an inclusive, engaging, and respectful work environment that promotes employee satisfaction and productivity.
• Develop Conflict Resolution Skills: HR professionals should possess strong conflict resolution skills to address and resolve conflicts effectively in the workplace.
• Maintain Ethical Standards and Confidentiality: Uphold ethical standards and maintain confidentiality when dealing with sensitive employee information and organizational matters.
• Focus on Strategic Planning: Align HR strategies with the organization’s goals and objectives. This involves planning for future workforce needs and contributing to the overall strategic direction of the organization.
• Prioritize Employee Well-being: Implement programs and policies that support employees’ mental and physical health, promoting a holistic approach to well-being in the workplace.
• Build a Professional Network: Establish connections with other HR professionals through associations, online forums, and professional groups to exchange ideas, best practices, and industry insights.
• Practice Empathy: Cultivate empathy in interactions with employees, understanding their perspectives, needs, and concerns to foster a supportive and compassionate workplace culture.

Raving Rewards

• CHRO Summit / Ranks among Türkiye’s “Most Influential 50 CHROs” for 2023.
• CHRO Summit / Ranks among Türkiye’s “Most Influential 50 CHROs” for 2022.
• CHRO Summit / Ranks among Türkiye’s “Most Influential 50 CHROs” for 2016.
• Turkish Society for Quality (KalDer) Excellence Ambassador, 2015
• Winner of ETIKA 2012, Turkey’s ETHICS Awards