Hot Seat

Dr. Lana El Chaar
Dr. Lana El Chaar
VP Talent Management & Capability Building - ACWA Power

Dr. Lana El Chaar is currently the VP of Talent Management & Capability Building at ACWA Power. Her main role is to grow talents, design and implement programs to develop and retain highly skilled employees, empower women in leadership roles and develop ACWA Power future leaders.  Prior to this role, Dr. Lana was the Vice President (VP) of the Center of Excellence at NOMAC. She led the implementation of a strategic transformation portfolio to drive operational efficiencies, whilst supporting NOMAC's and ACWA Power's growth aspirations. In that current role, Dr. Lana and her team provided support in terms of engineering subject matter expertise, digitalization, benchmarking, innovation, lessons learned and integrated management systems that enabled NOMAC Operations Excellence.

Prior to NOMAC, Dr. Lana held several key roles at General Electric Power Services, both globally and locally. She led the global digital services team for GE power customers and served as VP in the GE digital customer success organization, focusing on power, oil and gas, and manufacturing. She successfully implemented GE’s first Industrial Internet of Things (IIoT) solution in the MEA region, enhancing energy efficiency. Before entering the industrial sector, Dr. Lana was deeply involved in academia, serving as Associate Editor for IEEE Transactions on Education and conducting research on renewable energy, particularly solar and wind integration into education.

Dr. Lana has been featured as one of “the most trailblazing women to watch in business in 2022” in The Women Achiever , December 2022. Dr.  Lana is the recipient of the Women In New Energy Award 2022 “Technology leader of the Year” awarded by Firstview Intelligent Business and Technology transfer Award 2020 from Electric Power Research Institute.   

Dr. Lana received her BSEE, MSEE and Ph.D. from the University in Minnesota (U of M), USA in Electrical Engineering, Power electronics. She is married to Abdul and has 2 daughters, Alaa (24) and Basmala (21), and 1 son Sami (18).

Q:In your opinion what does Green HR mean to you and why do you believe it is essential for modern businesses?
A:Green HR, to me, embodies sustainable practices within human resource management. It involves integrating environmental concerns into HR policies and practices, such as promoting eco-friendly workplace behaviors, reducing waste, and fostering a culture of environmental responsibility. It's essential for modern businesses because it aligns organizational goals with environmental stewardship, improves brand reputation, attracts environmentally-conscious talent, and contributes to long-term sustainability.
Q:How does Green HR align with your company's overall sustainability goals?
A:Green HR aligns with ACWA POWER’s overall sustainability goals by integrating environmentally friendly practices into our human resources processes. ACWA Power is highly committed to provide clean, safe and reliable power and water to the communities we serve and this can only happen by deploying the latest technologies and hiring the most experienced employees in renewables. Moreover, we are very committed to reducing carbon footprint where some strategies have been implemented like promoting telecommuting to reduce carbon emissions and incorporating sustainability criteria into hiring and performance evaluation processes. By prioritizing green HR practices, we contribute to reducing our environmental footprint while fostering a culture of sustainability within our organization.
Q:What future trends do you see in Green HR, and how is your organization preparing to adapt to these trends?
A:Some future trends in Green HR may include increased emphasis on diversity, equity, and inclusion (DEI) initiatives, integrating sustainability into employee wellness programs, and leveraging technology for remote work and virtual collaboration to reduce carbon footprint. Our organization is preparing to adapt by investing in DEI training and initiatives, developing wellness programs that incorporate eco-friendly practices such as outdoor activities and sustainable food options, and continuing to enhance our digital infrastructure to support remote work. Additionally, we are exploring ways to incorporate sustainability metrics into our HR processes and performance evaluations to ensure alignment with our overall sustainability goals.
Q:Can you share any success story or significant achievement resulting from your HR practice?
A:Certainly! One notable success resulting from our Green HR initiatives was the implementation of a telecommuting program. By encouraging employees to work remotely when possible, we significantly reduced our carbon footprint from commuting. This not only contributed to our sustainability goals but also led to increased employee satisfaction and productivity. Additionally, by enforcing payment on printed material in-office and, encouraging paperless HR processes, we minimized waste and streamlined our administrative tasks, resulting in cost savings for the company. Overall, these initiatives have demonstrated the tangible benefits of integrating green practices into our HR strategies.
Q:How do you engage employees in the organization’s sustainability efforts?
A:We engage employees in our organization's sustainability efforts through various means, including:

- Communication: We regularly communicate our sustainability goals and initiatives through company-wide emails, newsletters, and meetings to keep employees informed and engaged.

- Education and Training: We provide training sessions and workshops to educate employees about the importance of sustainability and how they can contribute in their daily work and personal lives.

- Involvement: We encourage employees to participate in innovation challenges where they can actively contribute ideas, suggestions, and initiatives to promote environmental responsibility within the organization.

- Recognition: We recognize and celebrate employees who demonstrate exemplary commitment to sustainability.

- Employee Engagement Activities: We are planning to organize volunteer events, eco-friendly challenges, and team-building activities focused on sustainability to foster a sense of community and shared purpose among employees.

- By engaging employees in our sustainability efforts, we create a culture of environmental responsibility and collective action that extends beyond the workplace.
Q:On a personal note, how has your involvement in the initiatives impacted your perspective on business and sustainability?
A:Being involved in sustainability initiatives has profoundly impacted my perspective on business and sustainability. It has highlighted the interconnectedness between business success and environmental responsibility, showing me that sustainability is not just a trend but a fundamental aspect of long-term viability. Witnessing the positive outcomes of our efforts, such as reduced environmental impact and increased employee engagement, has reinforced my belief that businesses have a responsibility to prioritize sustainability in their operations.