Case study
Abu Dhabi Ports Company: reshaping the HR team
Abu Dhabi Ports Company
Abu Dhabi Ports Company (ADPC) is a key player in the UAE’s maritime and logistics sector, driving economic growth and innovation across the region. They are responsible for the development and operation of one of the world’s most advanced container ports, Khalifa Port. Our collaboration aimed at enhancing their internal team cohesion and strategic capabilities, ensuring that Abu Dhabi Ports is well-positioned to continue leading in port operations and trade facilitation on a global scale.
The client
Abu Dhabi Ports Company (ADPC), responsible for the development and operation of one of the world’s most advanced container ports, Khalifa Port. This cutting-edge, semi-automated facility, constructed on a man-made island five kilometres offshore, represents a significant investment of US$6 billion and is designed to process up to 35 million tons of cargo annually.
The brief
In 2012, following the successful completion of the port’s construction, ADPC needed to pivot from a focus on project management to becoming a full-service provider for its new customer base. This required a substantial shift in the company’s people capabilities, with a particular emphasis on enhancing the HR function to support the business’s new objectives. Moreover, ADPC aimed to ensure that HR roles were primarily filled by Emirati nationals, in line with the broader goal of Emiratisation.
ig was engaged to develop and implement an operating model for the HR team that would align with ADPC’s new business strategy and support the transition while building the necessary capabilities within the HR function.
What we did
Understanding strategy and reputation
We began by engaging with ADPC’s executive and non-executive boards to gain a deep understanding of the company’s revised business strategy. Following this, we conducted a reputational analysis of the HR team. This analysis revealed both strengths and areas for improvement. We discovered a number of talented Emirati professionals within the HR team who were underutilised and undervalued, alongside some functional misalignments that needed addressing.
Aligning HR with business strategy
Working closely with the HR Director, we crafted a three-year people strategy that realigned the HR function with ADPC’s new business focus. This involved restructuring the HR team, coaching, and supporting team members—particularly those with potential—into new roles and responsibilities that better matched the needs of the evolving business.
Building leadership and succession planning
A key objective was to increase the representation of Emiratis within the HR function. We worked to elevate Emirati talent within the team, ultimately resulting in a senior management team that was more than 80% Emirati. Additionally, we established a succession pipeline to ensure that the entire HR team could be localised within five years.
The results
Enhanced HR productivity and alignment
Through our intervention, ADPC developed a clearer understanding of the strategic role of HR, leading to increased productivity without the need to expand the HR team’s headcount. The HR function became more closely integrated with the business, better supporting its shift from project management to service delivery.
Significant progress in Emiratisation
The transformation of the HR function resulted in a senior management team comprised of over 80% Emiratis. Moreover, the succession plan put in place by ig ensured that the goal of an entirely localised HR team was on track to be realised within five years.
What our client had to say
In summary
ig played a critical role in transforming ADPC’s HR function during a pivotal period of change. By aligning HR with the company’s new strategic direction and enhancing the capabilities of the team, particularly through a strong focus on Emiratisation, ig helped ADPC create a more effective and strategically integrated HR function. The outcome was a more productive HR team, a predominantly Emirati senior management team, and a robust succession plan that ensures the continuation of these gains into the future.
