With over 15 years of Human Resources experience, I currently lead as the Head of HR at Independent Food Company, leveraging CIPD credentials and an MBA to deliver transformative HR strategies. My expertise spans talent management, performance systems, and employee engagement, helping shape an inclusive, high-performing workplace aligned with organizational goals.  

I oversee strategic HR initiatives, including enhancing recruitment processes, implementing innovative sourcing tools, and designing talent development programs. Passionate about data-driven solutions, I collaborate with leadership to drive sustainable growth, foster operational excellence, and empower teams to unlock their full potential.

Ahmad Al Cheikh Hassan

Dear hiring manager, 

A couple of suggestions:

1. Please post the salary in the job description. If you want to know my salary expectation, then you also should post the salary budget for the role.

2. Don’t ask me to repeat stuff that’s already in my resume or cover letter. You can assume that I have read the job ad carefully, so I should assume that you have read my application.

3. Please tell me who I am going to be working for and with. Yes, you are taking a chance on me, but I am taking a chance on you guys too.

4. Please tell me the outcome of the interview, even if I was unsuccessful. It takes less than a minute to write a polite rejection e-mail. Failing to do this is just plain rude.

5. For the third interview and onwards, you should pay my time at standard consulting rates including expenses, transportation etc. I won’t make a living by constant interviews.

Recruitment is a two-way street. Both parties need transparency and respect. Open communication builds trust and sets expectations right from the start.

Let’s make the hiring process fair and efficient for everyone involved. Prioritize clarity and mutual respect. It’s time for a change in the recruitment game. What's your take?

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

LinkedIn Top Voice | Head of HR | CIPD & MBA | 15 Years Driving HR Innovation | Strategic Leader in Human Capital Excellence, Business Integration & Organizational Transformation

The most expensive employee in any company isn’t the one with the highest salary…
It’s the toxic high performer.


They hit targets, they deliver results —
but behind the scenes?

• They drain morale
• They create drama
• They push good people out
• They destroy teamwork
• They cost the company more than they contribute

And the worst part?
Their performance becomes a blindfold that hides the damage they’re causing.

A real high performer isn’t just good at the job.
They make the team better.

As HR leaders, as managers, as organizations:
we need to protect culture with the same seriousness that we protect revenue.

Because one toxic high performer can do what 10 great employees cannot fix.

Choose culture.
Choose teamwork.
Choose people who lift others, not those who break them.

Your highest performer should never be your biggest problem. 

#performance #toxic #culture #people #hr #hrstrategy #teamwork #leadership #linkedin #linkedinconnections #aach

Don’t pick a job.
Don’t pick a company.
Don’t pick just any opportunity.

Pick a leader to work with.
💙Someone who will help you grow in career.
💙Someone who will advocate for you.
💙Someone who will mentor and coach you.
💙Someone who will look out for you even beyond your current job.
💙Someone who will back you up. 
💙Someone who values you and your work.
💙Someone who is kind but is honest when constructive criticism is required.
💙Someone who pushes you to take on new challenges and give you opportunities to grow.
💙Someone who cares about you as a human.

Because at the end of the day, it's these relationships that shape our careers and impact our lives. A great leader isn't just a boss but a partner in your journey. They see your potential and inspire you to reach it. They celebrate your successes and help you learn from setbacks. They recognize that your value isn't only in the tasks you complete, but also in the perspectives you bring and the energy you contribute. When you find that leader, you're not just building a career—you're building a future. Choose wisely. Your growth depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections #aach

Don't reject jobseekers just base on the following on their resume: 
 
• Career Gap 
• Age 
• Years of Experience 
 
Instead, give them a call and try to understand their reasons more before turning them down. 

 You might discover that their career gap was a time of valuable learning or personal growth. Their age could bring a wealth of wisdom and perspective. The years of experience might not fully capture their skills and potential to adapt and innovate.

Every candidate has a story. By taking a moment to listen, you could find the perfect fit for your team. Talent and passion often lie beyond the surface. Let's strive to be more inclusive and open-minded in our hiring approach. Embrace diverse experiences—they can lead to unexpected, positive outcomes.
 

#jobseekers #jobsearch #humanresources #hr #branding #marketing #hiring #humancapital #employeeexperience #people #peopleexperience #linkedin #linkedinconnections #linkedinposts #aach

I’m #hiring. Know anyone who might be interested?

A person with an employment gap can be your most loyal employee.  
A person who doesn't have a degree can be an expert.  
A person who is 45 years old can be an innovator. 
A person who was fired can be a top performer.  
Don't judge a book by its cover.  
Give everyone a fair shot! 
 

It’s time to rethink our biases and redefine what talent looks like. Talent comes in all shapes and sizes, often hidden beneath layers of experience and determination that might not fit traditional molds. When we open our eyes to potential beyond the resume, we find individuals who bring unique perspectives and drive. 

Let’s embrace diversity of experience and let potential, not presumption, guide our hiring decisions. The next game-changer could be someone you might have otherwise overlooked. Let's be the leaders who see beyond the surface.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

6 reasons you should apply for jobs even if you don’t meet all the requirements:

✨Job descriptions are wish-lists by the employer

✨You’re challenging yourself to step up to a new level career-wise

✨Sometimes, the JD is developed by someone who knows nothing about the role


✨ Growth happens outside your comfort zone. Applying for roles beyond your current qualifications pushes you to learn and adapt quickly.

✨ Employers value potential and drive. Showing your willingness to take on challenges can make a lasting impression.

✨ The skills you bring might be just what the team needs, even if they weren’t listed. Diverse backgrounds contribute to innovative solutions.

Don’t let a lack of perfect alignment hold you back. Opportunity often lies in unexpected places.

#hr #humanresources #employer #branding #people #culture #team #managers #leaders #jobs #interviews #growth #development #linkedin #linkedinconnections

I’m #hiring for an open role. Know anyone who would be a good fit?

Dear Bosses & Managers,

More of the Gen Z is entering the Workplace.

Their work ethic differs largely from other generations.

To them, Mental Health is a priority and Work should be enjoyed, not endured.

When you choose to understand Gen Z, you will work better with them.

You'll notice their preference for flexibility and creativity. They're not afraid to question the status quo. This isn't challenging authority; it's about finding better, innovative ways to do things.

Remember, they value transparency and feedback. Engage them in conversations, not just directives. Offer mentorship and opportunities to grow, and you'll see their potential unfold.

Invest in their strengths and you'll cultivate a team that's resilient and driven. Let's embrace the energy and fresh perspectives they bring to the table. The future workplace depends on it.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Can we please stop automatically passing over job seekers with the 'Open to Work' banner?

This banner does NOT make one look desperate, as many tend to think.

There is nothing wrong with letting others know you are looking for work.

Something most of us need to survive.

Plus, as a recruiter, I love this banner. 

If I am looking to fill a job, why would I NOT reach out to those who are looking for one?


Job Seekers, I say wear the banner loud and proud!

It takes courage to put yourself out there. It's a proactive step that says you're ready for opportunities. As a recruiter, I see it as a signal of readiness, not desperation. Companies should embrace this openness. It's a call to action for potential employers. Why overlook eager talent?

Hiring should be about finding the right fit, not outdated perceptions.

The 'Open to Work' banner is just one piece of that story. If you're a recruiter or hiring manager, challenge yourself to look beyond the surface. Engage with candidates who show initiative. Remember, today's world values transparency and adaptability.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Culture is NEVER an HR thing.

Culture is an EVERYONE's thing.

If you are in HR make sure to never let anyone at work make you the sole responsible for all things culture. Get leaders, managers and employees involved or else communicate the risk of letting it be just an HR thing.

Building a great culture is a collective effort.

Every voice counts, every action matters. Leaders should walk the talk and model the values they want to see. Managers need to nurture the environment and support their teams. Employees should feel empowered to contribute and share their insights.

True culture thrives when it's woven into the fabric of daily operations, not just a checklist item. Encourage open communication, celebrate victories, and learn from challenges together.

Remember, a thriving culture fosters innovation, engagement, and resilience. It's everyone's responsibility to build and maintain it. Make it authentic, make it inclusive. Keep it alive and let it evolve with your people.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Why HR don't hire Fresh Grad?

Let's think for a minute.

Imagine you are sending your laptop for repair, do send it to 

a. Newly open shop
b. Experienced shop

100% would pick b.

The question here is, how do you gain experience without going into the workforce?

Without experience, opportunities seem scarce. But how can you gain experience without that first break? This is the challenge many fresh grads face every day.

Employers often look for proven skills, but they might be missing out on untapped potential. Fresh grads bring fresh perspectives, curiosity, and a willingness to learn. They might not have years of experience, but they have years of potential.

Maybe it's time for companies to rethink their approach. 

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

The best recruiters today isn't the HR Department. 

It's your people. 

Why? 

Because when they meet with friends, most of the time they talk about work - their boss, their culture, paycheck, benefits and everything else in between (including the politics).

You will get someone's attention with a good website, an initial interview or perhaps a nice onboarding package, but you will most likely get their buy-in when you hear it straight from their people. 

Want to attract or retain talent?

Take care of your people and the rest will take care of itself.

Your team can be your strongest advocates. Their words carry weight, sparking genuine interest. Their stories and experiences resonate more than a polished pitch ever could.

Empower them. Listen. Offer growth and support.

Create a culture they’re proud to share. The ripple effect is powerful. When your people thrive, so does your ability to attract top talent. The best recruitment strategy is building an environment worth talking about.

What story do your employees tell about you?

#people #culture #leaders #hr #hrstrategy #business #management #hiring #jobs #branding #linkedin #linkedinconnections #aach

If you meet 100% of the job requirements,

You are underselling yourself.

The rule of thumb is:

"If you meet 60% of the requirements, you can apply."

Do not get intimidated by "years of experience."

What matters is that you prove that you can do the job.

You are the only one who knows the value you can add!

Go and find a job opening that can get you to the next level.

Think about where you want to grow, where your skills can shine, and what challenges excite you. Push beyond your comfort zone. Show them your potential, your drive, and your unique perspective. Employers are looking for problem solvers, innovators, and leaders. Be bold. Trust in your capability to learn and adapt. Your career is your story, and it's time you take the lead in writing the next chapter.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

Retaining your current employees is much easier than finding new ones.

But most entrepreneurs and companies seek new talent instead of promoting the current employees.

Around 90% of employees leave when they get good opportunities because companies fail to:
> invest their time in the well-being of employees
> Ask how they’re doing
> Keep track of their growth
> Understand their goals

Instead, retain your employees; it will give you 10x ROI.

Focus on building a culture where growth is a priority. Create channels for open communication. Recognize achievements and celebrate milestones.

Provide mentorship and training programs. Employees thrive when they feel valued and empowered.

Your team is your greatest asset. Invest in them, and they will invest back in your company. Retention isn't just about saving costs, it's a strategic advantage.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

This made me stop and reflect today.


Not because it was new — but because it clearly put into words things many of us in HR learn a bit too late.

A few thoughts that really stayed with me:

• People don’t follow policies. They follow credibility.
Titles don’t build trust — daily actions do.

• Culture is created by behavior, not statements.
What we tolerate quietly becomes the system.

• Managers are the most important HR system.
When managers are confused, the organization feels it immediately.

• Clarity beats charisma. Every time.
People don’t need more motivation. They need simple processes and clear answers.

As an HR leader, this is a reminder I take seriously:
modern HR is not about control — it’s about credibility, enablement, and impact.

Culture isn’t what we say.
It’s what people experience, every single day.

What resonates most with you?

#hr #humanresources #employeeexperience #people #culture #linkedin #linkedinconnections #aach

Behind every resume, there may be a story of struggle, hard work, and determination. 

It is essential to recognize that people come from diverse backgrounds and have different life experiences that have shaped who they are today. As such, it is important to approach every resume with empathy, understanding, and an open mind.

Employers should remember that the person behind the resume is more than just a set of skills and qualifications. 

They are human beings with their own hopes, dreams, and responsibilities. By acknowledging this, we can create a more compassionate and inclusive work culture that values and supports all individuals.

When we look beyond the credentials, we start seeing potential that traditional metrics might miss. It's in the gaps that we find resilience and in unconventional paths that we discover innovation. Encouraging a workplace where everyone feels valued for their unique journey not only enriches our teams but also drives genuine progress. Let's challenge ourselves to hire with heart and lead with inclusivity, ensuring diverse voices are heard and respected. This approach doesn't just build better teams—it builds better futures.

#hr #humanresources #employeeexperience #talent #hiring #leaders #people #leadership #jobs #jobseekers #culture #culturematters #business #growth #branding #strategy #hrstrategy #interviews #tips #linkedin #linkedinconnections

HR is not slogans.
 Culture is not a department.
 And hiring is not paperwork.

When someone describes your work as choosing meaning over decoration, it’s more than a compliment — it’s a responsibility.
I’ve never believed that people are “resources” to be processed.

 Behind every CV is a life story.
 Behind every role is a promise.
 And behind every organization is a culture shaped daily by behavior, not policies.
Hiring, performance, and growth are not neutral systems.
 They are ethical choices.
 How we select.
 How we reject.
 How we reward performance — and refuse to tolerate toxic behavior disguised as results.

HR should not exist to protect systems.
 It should exist to protect trust.
Thank you to everyone who reads, questions, and engages with these conversations.
 
Human-centered work isn’t a soft approach — it’s the only one that lasts.

https://lnkd.in/dPnaeNrj

#hr #humanresources #people #culture #leaders #linkedin #linkedinconnections #aach

Open article: شخصيات لينكدإن: أحمد الشيخ حسن by exeeddigitals.com

شخصيات لينكدإن: أحمد الشيخ حسن

New Era – The Journey Forward | EVA

Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward. 

#evainteriors #greatplacetowork #workwitheva #people #culture #uae #linkedin

New Era – The Journey Forward | EVA


Our All-Hands Meeting marked an important milestone for EVA — one that reaffirmed a core belief: EVA’s strength lies in its people and its culture.

This session was not about announcements, It was about alignment — on how we work, how we lead, and the standards we hold ourselves to as EVA moves into its next chapter, because at EVA, culture is not an initiative; it is how results are consistently delivered.

We reflected on our journey, clarified what lies ahead, and reinforced our commitment to building an environment where trust, accountability, and ownership are lived every day.

Culture at EVA is not defined by words.
It is demonstrated through action.

Proud of our people.
Focused on the future.
Committed to the EVA journey forward.

A moment from New Era – The Journey Forward.

#evainteriors #greatplacetowork

Cravia Inc

Cravia Group is a fast-growing food and beverage franchise platform in the Middle East, operating franchises including Five Guys, Zaatar w Zeit, Seattle’s Best Coffee, Carvel Ice Cream, and Cinnabon, with 100 outlets across the UAE / KSA and >2,000 employees. Responsible for strategic HR business partnerships, organizational development, talent management, and succession planning, consistently delivering impactful results. Develop high-performing teams and create an engaging work environment where employees thrive. Navigate the complexities of GCC labor laws and implement effective HR solutions to drive growth.
Key Contributions:
- Developed and implemented comprehensive HR and multi-department corporate strategy to align with business goals and drive organizational success.
- Led HR function through significant organizational change resulting from mergers, acquisitions, and restructuring, ensuring smooth transitions and minimal employee disruption.
- Developed a high-performing HR team, fostering a culture of collaboration, innovation, and continuous improvement.
- Implemented talent management framework to identify, develop, and retain high-potential employees, strengthening leadership pipelines.
- Introduced innovative recruitment strategies to attract and hire top talent in a competitive market, improving time-to-fill and hire quality.
- Implemented a performance management system that enhanced accountability, feedback, and productivity while boosting engagement, creating a culture of open communication, and belonging.
- Introduced HR technology solutions to streamline processes, improve data management, and enhance employee experience.
- Received Investor Award for Best Supporting Employee through the 2016 sale process, recognizing leadership and contribution to organizational success.

Group Director of Corporate

Group Director of People & Org Devt.

Group Head Of Human Resources

Human Resources Manager

Employee Services Manager

Admin & Gov Relations Manager

Fujita Corporation Japan

This Company was the sub-construction contractor for the Dubai Metro railway track with a total human capital of about 1500 employees.

Admin & Gov Relations Supervisor

Tadweer Waste Management

This is a semi-government organization that was founded for the purpose of recirculation of waste together with the processing plant, having about 500 employees.

Senior Admin & Gov. Relation Officer

Thuraya Private School

This is a private education institute employing 100 teaching staff, management and administration workers.

Admin and Gov. Relation Officer.

I am an accomplished Group Corporate & HR Director and General Manager with broad global experience across diverse sectors, such as F&B, construction, and education. As HR Director, I excel in aligning people strategy with business objectives to drive high-performing teams, foster a thriving and inclusive culture, and ensure long-term success through strategic leadership and compliance. As GM, I lead cross-functional business strategy and operations to align people, performance, and market insights for sustainable growth and market leadership across diverse regions.
 
Skilled in aligning people strategy with shifting business priorities, I influence stakeholders and franchisees and deliver workforce transformation in dynamic markets. At Cravia, I  led complex operations across a portfolio of 5 global restaurant brands, 100+ branches, >2000 employees, and 4 countries to drive efficiencies and economies of scale in the face of exponential growth, generating multi-million-dollar efficiencies, halving employee turnover, and increasing productivity by >20%.
 
I consider myself to be more than an HR professional, and someone who can add real strategic value to an organisation. I typically work alongside senior leadership teams, driving effective, decisive action in complex, fast-paced environments by navigating ambiguity, engaging cross-functional teams, and making timely decisions that mitigate risk and ensure seamless operations.
 
With proven ability leading end-to-end corporate risk management, I identify and mitigate risks across people, property, finance, and operations, ensuring compliance and business continuity while safeguarding reputation across diverse regulatory landscapes.
 
My passion lies in leveraging deep talent management expertise to deliver succession planning, retention, performance alignment, and organisational restructuring. I build trust and resolve issues through strong employee relations, open communication, and cultural awareness across diverse jurisdictions. As a leader and coach to high-performing teams, I promote empowerment and accelerate career progression.

Key Skills:

Workforce & Succession Planning | Org Design | Change Management | Mentoring & Development | HR Policy | Performance Management | Employee Relations & Engagement | DE&I | HR Tech Implementation | Legal & Regulatory Compliance | Strategic Leadership | Operational Excellence | P&L Management | Cross-Cultural Intelligence | Negotiation & Deal Making | Business Dev | Stakeholder Management | Problem Solving & Conflict Resolution | Board & Executive Committee Member

taplio

The Battle

Ahmad Al Cheikh Hassan

Mustafa S.

Followers

Posts

Engagements

Likes

Performance ScoreAhmad Al Cheikh Hassan's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Ahmad Al Cheikh Hassan

Mustafa S.

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ahmad Al Cheikh Hassan's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreAhmad Al Cheikh Hassan's LinkedIn Performance