Jan 2026 – Present · 4 mos

Mar 2025 – Feb 2026 · 11 mos

Jan 2024 – Apr 2025 · 1 yr 3 mos

Jul 2022 – Jan 2024 · 1 yr 6 mos

• Partner with senior leadership across the commercial categories in noon to develop and implement effective HR policies and practices that will support the strategic growth of a business.
• Provide HR expertise in the areas of feedback, employee relations, compensation, and organizational development.
• Analyzing trends and metrics with the HR department
• Work closely with management and employees to improve work relationships, build morale and increase productivity and retention
• Working together with management and personnel to solve conflicts and help facilitate positive employee relations, maintain a good working environment, build morale, and decrease unwanted turnover
• Implement the HR plans ensuring alignment with business strategies and priorities and the guidelines established at corporate HR.
• Implement the organizational development initiatives across noon commercial BU's, in line with corporate objectives and requirements.
• Act as a representative of the HR function within the BU, providing day-to-day HR support to employees and management, communicating key Group and BU HR policies and changes and also relaying employee and management comments to BU and Group HR management for action.
• Ensure that appraisals of all employees within the noon commercial BU are conducted in line with the performance expectations of each role.
• Act as a representative of the HR function within the BU, providing day-to-day HR support to employees and management, communicating key Group and BU HR policies and changes and also relaying employee and management comments to BU and Group HR management for action.
• Identify and develop organizational change proposals and submit to the Business Unit HR within the BU for review.

Jun 2021 – Jul 2022 · 1 yr 1 mo

• Responsible for the full recruitment cycle and assist in maintaining a continuous pipeline of qualified candidates for noon's retail department.
• Manages and takes pride in the candidate and stakeholder journey.
• Designs and implements progressive sourcing strategies, including networking, social media, professional associations, and organizations to provide top-tier applicants access.
• Continuously develop networks and partnerships to actively build a strong pipeline of candidates.
• Communicate with managers and employees regularly to promote referral programs and internal mobility opportunities.
• Educate line managers on the recruitment process and build positive, credible relationships with them.
• Create weekly/monthly reports on key talent acquisition metrics and share them with the management team.