Feb 2024 – Feb 2025 · 1 yr · United Arab Emirates · Hybrid

• Full design, accountability and ownership of the Talent Acquisition Strategy across the group.

Nov 2023 – Present · 2 yrs 6 mos · United Arab Emirates · Remote

Feb 2023 – Feb 2024 · 1 yr · United Arab Emirates · Hybrid

• Ownership, oversight and development of the Talent agenda for MENA and South Asia.

Jan 2022 – Jan 2023 · 1 yr · United Arab Emirates

Jul 2021 – Dec 2021 · 5 mos

• Accountability for the strategic and operational delivery of all hiring efforts across Dubai Holding Asset Management.
• Let achievements include:
• 95% Emiratisation across DHAM for 2021
• 50 / 50 hiring balance for gender equality
• Development of team into Talent Advisors to utilize data and psychometric assessment to create a more objective and data focused hiring process.
• Overall improvement of functional reputation with key stakeholders.

Jun 2020 – Mar 2021 · 9 mos

• Design, ownership and roll out of talent acquisition strategy.
• Direct executive hiring
• Support the development and roll out of the group wide internship programme.
• Support implementation of candidate CRM for attraction automation

Mar 2020 – Mar 2021 · 1 yr

• Overseeing the end to end staffing of the new massive-throughput laboratory built to address the need for population-scale detection and diagnosis of COVID-19 in the United Arab Emirates.
• This included oversight and sourcing of a complete new entity of +/- 140 people within a 4 week period.
• This role had end to end oversight of the talent agenda.

Mar 2019 – Mar 2020 · 1 yr

• Working with Etihad leadership in finding the best talent to help it's evolution and growth to become the airline of choice which supports Abu-Dhabi as the gateway to the UAE and hub to the world.
• In my role I work with the hiring community to attract and hire the best talent through pro-active headhunting of the market while also supporting the strategic goals of the Talent Acquisition function as a senior member of the team.
• I also oversaw and delivered the Digital Technology and Innovation (DT&I) talent and attraction agenda for Etihad.

Jan 2018 – Jan 2022 · 4 yrs

• Parisima Talent is an end to end Talent Consulting firm founded on the basis and belief that attracting and recruiting the best talent can and should be done better.
• Building world-class Talent Acquisition capability requires specialist skills and infrastructure. For many organisations, the quickest and most cost-efficient way to acquire these is through Recruitment Process Outsourcing.
• Whether it's a full RPO Solution or a focus on a particular area of your Talent Acquisition Cycle, our solutions are tailored to address your specific challenges. We place experienced hiring teams at the heart of your business. We manage the processes you need to find, attract and retain the best talent, as well as help you build a talent pipeline. We come with the skills, experience, and tools that you would expect from a subject matter expert, optimising Talent Acquisition and Resourcing functions to build high performing organisations with high performing individuals.
• Engagements to date:
• Dubai Holding Asset Management (DHAM): May 2021 - Dec 2021
• ToTok: July 2020 - Mar 2021
• G42: March 2020 - Mar 2021
• Etihad Airways: January 2019- March 2020.
• Dubai Department of Economy and Tourism Jan 2018 - Jan 2019

Jan 2018 – Jan 2019 · 1 yr

• Hands-on C-Level candidate sourcing and oversight of the Dubai Tourism talent sourcing and attraction team.
• Key Achievements:
• Introduced Agile Sourcing methodologies to enhance shortlisting speed and enhance engagement with the hiring community.
• Enhanced direct sourcing capabilities through bespoke training and the introduction of tools and methods to encourage a data driven direct sourcing function resulting in an improvement in tracking productivity, offer management, market mapping and time to shortlist.
• Introduction of direct sourcing methods to enhance and simplify talent pipelining and increase time to shortlist and encourage improvement in time to hire.
• 59% of all direct sourcing placements contributing to Emiratisation targets.
• 60% of Emiratisation hires were female adding to diversity and inclusion targets.

Jun 2017 – Dec 2017 · 6 mos · United Arab Emirates

• Ownership of the strategic and operational delivery of the talent acquisition and direct sourcing team to efficiently execute the overall hiring plan across the MENAT region for HSBC Retail Banking and Wealth Management (RBWM).
• Working in partnership with the Heads of Business, HR Leaders and Specialist partners to ensure that all hiring is in tune with the overall annual operating plan and corporate values of the bank.
• Key Achievements:
• Improvement of hiring process through the introduction of psychometric assessment tools and recruitment champions. This allowed candidates to complete the required assessments and complete interviews with in-branch recruitment champions in a timely manner further improving the speed of the process and removing pressure and reliance of assessment center hiring.

Jun 2016 – Apr 2017 · 10 mos

• Please note any views shared are my own and not that of ION*
• ION Group is a combined collection of high-performance Digital Fintech organisations, namely ION Trading, Lab49, Wallstreet Systems, Triple point Technology and Reval.
• As a hands-on Recruiter and Senior leader within the Global Talent Acquisition function. I worked with the wider business leaders to oversee the transformation of the Hiring proposition to make ION the employer of choice. This is an end to end evolution of the employer brand and attraction strategy to develop talent sourcing, digital outreach, strategic capability, employee value proposition, and diversity. This also includes managing end to end recruitment for a number of business lines globally.
• Key achievements:
• Sourcing and hiring of Senior leaders across all legal entities
• Introduced Agile Sourcing methodologies to enhance shortlisting speed.
• Roll out and ownership of recruitment proposition to encourage direct attraction and sourcing and into early career and experienced hires.
• End to end review of hiring practices across all legal entities to build a consistent and reputable attraction strategy in line with business goals and gain the best ROI.
• Implementation of a Global Applicant Tracking System (ATS) which is a cloud based recruiting platform across the global footprint. This includes consolidation of legacy ATS systems and sourcing tools to create a single consistent approach.
• Introduced psychometric and behavioral based assessment in line with company values.
• Encourage data-driven recruitment through an introduction of visible global hiring dashboard to improve collaboration, transparency, and accountability through the process.
• Design of new group careers page in line with new ATS to automate and streamline functionality of the end to end hiring process and enhance the candidate experience.
• Creation of the Early Careers Programme (Leadership Development Programme) in the Center of Excellence in Dublin.

Jan 2016 – Jun 2016 · 5 mos

• Please note that any views shared are my own and not that of Bank of America Merrill Lynch**
• Responsible for the operational recruitment and strategic oversight of the Infrastructure staffing team supporting all corporate functions ( Technology, Operations, Finance, Risk, Compliance, Legal, Marketing, HR, Internal Consultancy Groups, Business Services) including the execution of the overall hiring plan across EMEA through innovative, commercial and timely strategies. Working in partnership with the relevant business areas to ensure that all hiring is in tune with the overall business priorities and ethical principles of the bank. Accountable for a team of 11.
• Key Achievements:
• End to end recruitment of key technology leadership roles across EMEA.
• Design and roll out of Diversity and Attraction Strategy across EMEA Technology and Operations functions in partnership with the Diversity and Attraction Council to increase female talent diversity from 20% to 40%
• Roll out of training across the recruitment team to influence Front Office hiring, regulatory change, create accountability and enhance the overall hiring and candidate experience
• Roll out of flexible working across staffing team to improve morale and reduce expenditure by £20,000
• Review of third party agencies resulting in reduction of 60% to manage performance and encourage partnership with the hiring community and the HR recruitment team and encourage opportunity for direct sourcing and attraction.
• Oversee smooth transition and implementation of Applicant tracking system from Igrasp to Workday

Aug 2014 – Oct 2015 · 1 yr 2 mos

• Responsibility for overseeing the execution of the global resource plan across the main business areas across Markit
• A hands on Recruitment Partner ensuring the business hire qualified talent in a timely, robust and commercial way. Responsible for partnering with management teams, wider HR team, finance and business management to drive and coordinate a complex hire plan across multiple jurisdictions. Viewed as the subject matter expert across all resourcing related topics.
• Key Achievements:
• Worked pro-actively with internal PR and Corporate communications teams, Third party tech providers, creative agencies and other various institutions to increase the Social Media activity to develop Markit’s employer branding and attraction strategy to increase the overall delivery of direct sourcing to 80%
• Re-design of legal contracts associated with limited company contractors and 3rd parties working indirectly for Markit across multiple legal entities to be in line with regulations
• Design and delivery of the recruitment Interview skills training to ensure Markit best practice and high standards of assessment and selection are maintained
• Driving a transition of the Applicant tracking system (ATS) from Taleo to a bespoke SAP recruitment tool ensuring it was delivered on time and in line with requirements

Jan 2014 – May 2017 · 3 yrs 4 mos

• As Managing Director, I partnered with clients of all shapes and sizes to shape, develop and evolve an appropriate talent acquisition, candidate attraction and sourcing strategy to match the overall people goals and organisation strategic objectives.
• This includes but is not limited to direct sourcing, head hunting, direct attraction, employer brand marketing, psychometric, values based and technical assessment, diversity and inclusion sourcing strategies to find the best in class talent in the most timely and cost effective manner.
• Client engagements include:
• ION Group (previously ION Trading)
• Bank of America Merrill Lynch (BAML)
• IHS Markit
• Barclays Wealth

Jan 2014 – Jul 2014 · 6 mos

• Responsibility for the team, oversight, and execution of the global resource plan for the Front Office Wealth Advisory and Asset Management arm known as Global Investments and Solutions (GI&S).
• Ensuring the business hire qualified talent in a timely, robust and commercial way. Responsible for managing resource on a temporary and permanent basis and work with wider HR team, finance, and business management to drive and coordinate a complex hire plan across multiple jurisdictions. Viewed as the subject matter expert across all resourcing related topics for the GI&S senior management team. Accountable for a team of 5 (2 perm/ 3 third party)
• Key Achievements:
• Re-design and roll-out of the overall recruitment process flow in line with corporate governance and key deliverable SLA’s. Collaboration with CEO and senior management team to ensure solution was fit for purpose
• Restructure of proposition to increase time to offer and engagement with HR Business partners to continuously review candidate total reward packages
• Realignment of the RPO (Recruitment Process Outsourcing) team focus to volume hiring to enhance direct sourcing and costs saving initiatives.
• C-Level hiring brought in-house from VP roles upwards to save costs on executive hiring.
• Improvement of overall perception of Resourcing to a highly regarded and high performing team through consultative delivery and partnership approach and utilizing key data through weekly resourcing meeting and quarterly client and candidate feedback
• Roll out of cost saving initiatives across the temp workforce to the value of £1.5 million.
• Redeployment of over 45 graduates from the Barclays Wealth graduate programme into current experienced hire positions resulting in huge savings to the bank.

Mar 2010 – Jan 2014 · 3 yrs 10 mos · London, United Kingdom

• Providing strategic staffing solutions to Markets & International Banking (M&IB)
• Responsible for the management and operational efficiency of the Digital, Analytics and Information Technology recruitment process for Markets & International Banking (M&IB), Global Transaction Services (GTS) and Global infrastructure Services (GIS)
• End to end process management for all permanent Technology Resourcing for Royal Bank of Scotland Group(RBS) and Markets & International Banking (M&IB), stakeholder management, management of critical hire process and role approval , PSL Management, International Relocation, Cost saving, Global senior stakeholder management, internal mobility, Market Intelligence, Competency based interviewing, Psychometric testing, Diversity, Offer and post placement management with a key focus on Direct Sourcing

Jun 2009 – Mar 2010 · 9 mos · London, United Kingdom

• Management of resource team and end to end management of the recruitment lifecycle from meeting with management to discuss departmental needs, taking of briefs, meeting with suitable agencies according to discipline, negotiation of fees and Recruitment cost per position, CV vetting, telephone and face to face competency based interviewing, assessment and selection of suitable candidates per vacancy, Relationship management within the business and induction of new staff into the business ,advertising of positions in varied mediums to gain response and some involvement in recruitment expenditure. Direct sourcing through headhunting and Social Media. Experience of direct recruiting and managing complex, high volume recruitment processes effectively and efficiently. In-depth understanding of HR policy and legislation and aspects of equality and diversity relevant to recruitment. Strong prioritisation skills and experience of working in high pressured environments to meet tight SLA’s and KPI’s.

Sep 2008 – Jun 2009 · 9 mos · London, United Kingdom

Nov 2005 – Sep 2008 · 2 yrs 10 mos