Dec 2023 – Jun 2025 · 1 yr 6 mos · Abu Dhabi Emirate, United Arab Emirates · On-site

• My role is responsible for overseeing all aspects of the human resources function at a group level for Sirius International Holding. Developing and implementing HR strategies.
• Key Responsibilities:
• 1. Strategic HR Leadership:
• Develop and execute HR strategies aligned with the organization's overall goals.
• Collaborate with the executive team to ensure HR initiatives support business objectives.
• Provide strategic guidance on talent management, workforce planning, and organizational development.
• 2. Talent Acquisition and Management:
• Lead the development and execution of effective talent acquisition and recruitment strategies.
• Oversee the development and implementation of onboarding and orientation programs.
• 3. Employee Relations and Engagement:
• Implement policies and procedures that promote a positive work culture and align with legal requirements.
• Lead efforts to enhance employee engagement and satisfaction.
• 4.Talent Management
• Proven expertise in end-to-end talent management, including setting and tracking key performance indicators (KPIs), conducting monthly 1:1 meetings to drive employee engagement and accountability, and leading structured performance review cycles.
• Experienced in designing and implementing Personal Development Plans (PDPs) aligned with both business goals and individual growth aspirations.
• Strong focus on Learning & Development initiatives to enhance capability, close skill gaps, and support career progression across teams.
• 5. HR Technology and Analytics:
• Leverage technology to streamline HR processes and enhance data-driven decision-making.
• Implement Knowledge hub for HR effectiveness.
• 6. Diversity, Equity, and Inclusion (DEI):
• Develop and implement initiatives to create an inclusive and welcoming workplace.
• 7. Compliance and Risk Management:
• Stay informed about labor laws, regulations, and industry trends to ensure HR compliance.

Jan 2023 – Nov 2023 · 10 mos · Dubai, United Arab Emirates · On-site

• My role is responsible for overseeing all aspects of the human resources function within Astra Tech. Developing and implementing HR strategies that align with the overall business objectives and contribute to the achievement of organizational goals.
• Key Responsibilities:
• 1. Strategic HR Leadership:
• Develop and execute HR strategies aligned with the organization's overall goals.
• Collaborate with the executive team to ensure HR initiatives support business objectives.
• Provide strategic guidance on talent management, workforce planning, and organizational development.
• 2. Talent Acquisition and Management:
• Lead the development and execution of effective talent acquisition and recruitment strategies.
• Oversee the development and implementation of onboarding and orientation programs.
• 3. Employee Relations and Engagement:
• Implement policies and procedures that promote a positive work culture and align with legal requirements.
• Lead efforts to enhance employee engagement and satisfaction.
• 4. Learning and Development:
• Develop and implement training and development programs to enhance employee skills.
• 5. Compensation and Benefits:
• Oversee the design and administration of competitive and fair compensation and benefits programs.
• 6. HR Technology and Analytics:
• Leverage technology to streamline HR processes and enhance data-driven decision-making.
• Implement HR analytics to measure and improve HR effectiveness.
• 7. Diversity, Equity, and Inclusion (DEI):
• Lead efforts to promote diversity, equity, and inclusion throughout the organization.
• Develop and implement initiatives to create an inclusive and welcoming workplace.
• 8. Compliance and Risk Management:
• Stay informed about labor laws, regulations, and industry trends to ensure HR compliance.
• Mitigate HR-related risks by implementing effective policies and practices.

Jun 2022 – Dec 2022 · 6 mos · Dubai, United Arab Emirates · Remote

• 1. Culture & Values
• Partner with senior management to enhance a positive, engaged culture that works to assimilate the interest, talents and contributions of all employees in a high-growth environment.
• Define ways to identify and reinforce the behaviors that exemplify company values. Strive to advance people and implement organizational strategies to shape a hip and cool culture.
• 2. Talent Management
• Develop and implement long-range strategic plans to build human capital through performance management, coaching, training and development; thus motivating individuals to achieve their maximum potential. Successfully identify and address gaps in competency, knowledge, and skillsets.
• 3. Talent Acquisition
• Lead and support a comprehensive talent acquisition process to attract, develop, retain, and engage a high-quality workforce.
• 4. Diversity, Equity & Inclusion
• Foster a diverse, equitable, and inclusive culture. Enhance employee engagement to create a program centered on valuing and optimizing people’s differences and creating a sense of belonging.
• 5. Learning & Development
• Assess learning and development needs and direct the creation and administration of individual development plans and identify resources to deliver these programs.
• 6. Performance Management
• Establish organizational performance management programs that align with the values and mission of the company.
• Coach management to set clear, meaningful goals and objectives and use metrics to measure performance.
• Identify key performance indicators for people and talent management functions, and assess the success and market competitiveness based on these metrics.

Nov 2021 – May 2022 · 6 mos · Dubai, United Arab Emirates

• Provide leadership on HR, people related issues and policies; and work strategically to embed great people practices that are aligned with and includes the design and day-to-day implementation of relevant HR policies and strategic initiatives to ensure we recruit, retain, and promote highly skilled and motivated people in every area of work.
• Work collaboratively with a diverse and committed group of managers and their teams; to encourage an organizational culture that supports effective behaviors and ways of working that demonstrate clear commitment to Mumzworld's values, mission, and vision.
• Created 6-month People Strategy plan with set KPI’s for the People team to achieve on deliverables
• Implemented Employee Engagement Survey and actions around initiatives to improve the colleague happiness and improve employee engagement
• Implemented Talent Management Strategies to retain our top talent including Performance Management
• Creation and implementation of Learning and Development plans aligned with succession plans
• Implementation on Employee Value Proposition
• Selection and Implementation of HRMS tools and processes
• Improvement of Governance and compliance

Jul 2019 – Oct 2021 · 2 yrs 3 mos · Dubai, United Arab Emirates

• Set-up of the People function as a start up for Hala including selection of new systems, processes and tools
• Create and Implement all job descriptions, bandings and guidelines of responsibilities across each role and function
• Define and Recruit all Hala positions using a values based methodology
• Onboarding - Implement and run onboarding sessions to ensure a smooth transition
• Development and roll out of People Strategic Plan per quarter
• Development of Talent Management through implementing a variety of Learning and Development initiatives
• Performance Management - roll out of Competency Framework and Bi-Annual Performance Review cycles
• Implementation of all company policies
• Engagement - running different initiatives on a monthly basis to ensure engagement and measure results through NPS Surveys
• Guide and act as a business partner to leadership team around People topics
• People Operations - Manage Payroll, expenses and any other people admin topics
• Responsible for People Budget

Aug 2018 – Jul 2019 · 11 mos · Dubai, United Arab Emirates

• Manage and lead non-tech Recruitment Specialists across Careem (team of 6)
• Manage the full recruitment end to end life-cycle and strategic pipeline
• Build talent pipeline pools to reflect current workforce plans
• Established SLA’s and governance around Recruitment practice and time to fill roles.
• . Introduce KPI’s and incentives on motivating recruitment team
• . Comply with Bar-Raiser recruitment process

Nov 2015 – Aug 2018 · 2 yrs 9 mos · Perth, Australia

• Manage and lead current resourcing team of Resource Managers
• Implement Workforce Management Practice for Managed Services Nationally – including Engagement and Workflow Models, Governance and Strategy
• Engage with Sales Teams and current accounts to build Forecast and Pipeline numbers
• Provide visibility of current workforce state by providing current allocations, capacity vs demand numbers
• Introduce variety of different resourcing models including, Agile, Justin in Time and dedicated resourcing

Aug 2014 – Nov 2015 · 1 yr 3 mos · Sydney, Australia

• Implement Resource Management and Planning function for Qantas IT
• Implement full end to end engagement model from Forecasting to scheduling
• Set up Engagement model and Recruitment panel
• Developed Virtual external talent pools for IT Contractor candidates

Nov 2010 – Jul 2014 · 3 yrs 8 mos · Sydney, Australia

• Manage a Recruitment team of 4 recruiters Nationally
• Develop and introduce learning around “how to be the best I can” with HR for my team
• Partner with hiring managers across all different Lines of Business to build effective sourcing methods.
• Build Resource Forecast with Sales and Hiring Managers in order to source for upcoming skills
• Work closely with hiring managers to understand their business and business needs and also ASG Group’s culture in order to source the perfect fit for each requirement.
• Recommend ideas and strategies related to recruitment that will contribute to the long-range growth of the company – current sourcing methods include: building virtual skill benches – globally, recruitment campaigns, headhunting, internal talentpools, external talentpools, referral schemes, grad and internship programs and open role advertising through recruitment engines.
• Provide reports on utilisation, open roles, time to fill, additional vs replacement, and source of hires
• Provide managers with interview training, interview templates.
• Provide new and innovative ideas how to attract the best talent for our company by using social media.
• Provide employment statistics, by monitoring market changes around the current economic climate
• Manage a team of 2 internal recruiters – hire between 30 – 40 employees each month and work across all regions in Australia and lines of business (Infrastructure – Technical Solutions, Oracle, SAP, Sales, Business Intelligence, Cloud Solutions)