Reimagining Leadership for a World Without Limits
Magdolin Boukhary
Chief People And Culture Officer
EVIQ
As Chief People & Culture Officer at EVIQ, Magdolin brings over 21 years of expertise in aligning people strategies with corporate objectives. Her transformative leadership has unified teams through mergers, fostered cultural integration, and seamlessly embedded AI-driven tools into HR processes— earning her the reputation as the “human glue stick” of the Middle East. Her career spans pivotal roles at Binzagr Company, Tronox (Cristal), The National Commercial Bank (AlahliNCB), Bupa Arabia, and more, where her innovative approaches to diversity, inclusion, and transparency have redefined organisational resilience. Whether driving groundbreaking initiatives or preparing workforces for the future, Magdolin’s strategic foresight and people-centric leadership make her an unparalleled force in the corporate world. In an exclusive interview with TradeFlock, she shares her journey, philosophies, and vision for shaping the future of corporate leadership in Asia.
With over 21 years in HR, how has your journey shaped your perspective on leadership and people management?
My journey in HR began with an unexpected influence—watching my father interview flight attendants. That early exposure sparked a fascination with people management that has grown over 21 years into a deeply held belief: leadership is about aligning cultures, embracing change, and valuing people. From navigating the complexities of mergers and acquisitions to bridging the gap between technological advancements and human connection, I’ve learned that transparency, inclusion, and resilience are the cornerstones of effective people management. By championing diversity, fostering innovation, and balancing compliance with employee advocacy, I’ve built environments where trust thrives and teams excel.
What innovative approaches have you implemented to keep employees motivated and engaged?
Keeping employees motivated and engaged is an art I approach with creativity and purpose. I’ve introduced cross-functional project teams to break silos and spark collaboration, allowing employees to gain fresh perspectives while building unity. Personalised development plans are another cornerstone, empowering individuals to align their growth with their passions through tailored training, mentorship, and challenges that inspire. I’ve also implemented peer-based recognition programs to celebrate achievements, fostering a culture of appreciation. Regular town halls and open feedback sessions ensure transparency and give everyone a voice. These strategies have transformed the workplace into a hub of energy, innovation, and purpose.
What’s your strategy for identifying and nurturing future leaders within your organisation?
Developing future leaders starts with recognising potential beyond job titles. I prioritise identifying high-potential individuals and immersing them in tailored programs that build critical leadership skills. By offering opportunities like cross-functional projects, stretch assignments, and leadership workshops, I ensure they gain valuable experience. Pairing them with seasoned mentors provides guidance and insight while fostering a culture of continuous learning to help them refine their abilities. Through strategic succession planning, I ensure our leadership pipeline is strong, capable, and ready to shape the organisation’s success.
Can you share a major challenge you faced as a corporate leader and how you turned it into an opportunity?
During a major merger, I faced the daunting task of aligning diverse cultures while maintaining morale. By fostering transparent communication and involving employees, I transformed this challenge into an opportunity to build a unified and resilient workforce.
Challenges are where leaders are forged, and opportunities are born.
Similarly, adapting to rapid technological disruption taught me to balance innovation with human connection, empowering employees with the tools and skills to thrive. Whether championing diversity or navigating compliance, I’ve learned that true leadership lies in turning obstacles into stepping stones for growth and trust.
As CHRO, how do you believe organisations should be preparing for the evolving nature of work, especially with AI-driven tools?
- Educational Background and Certifications: Esade: 2030 Leaders Program INSEAD: Women Leaders 2030
- Mustashar Accelerator: Consulting Mastery
- Success Mantra: Leadership isn’t a title—it’s a call to inspire, empower, and transform.
- Strengths as a Leader: Balancing AI innovation with human touch
- Achievements: The “Human Glue Stick” of the Middle East
- Coaching & Mentoring: Saudi Leadership Society
How do you personally define success in your career and life?
I consider success as tackling challenges that inspire growth and making a meaningful impact through my work. Personally, it’s about cherishing relationships, prioritising well-being, and finding joy in life’s passions. True success lies in harmonising these two, creating an impactful and deeply fulfilling life.
Success isn’t a destination— it’s the balance between growth and fulfilment.
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