DualMint

Chief Technology Officer

Ipseity Network

Co-Founder and CEO

Breeze Comfort

Managing Director

Omniture

Product Specialist

FAST

Director of Field Services APAC

Concur Technologies

marimba

Sales Engineering Manager

Oracle

Sales Engineer

Co-Founder and CEO at Ipseity Network Co-Founder and CTO at DualMint

Specialties: Data Privacy, Enterprise Search, Systems Management

Bill Lee

Eva Interiors

Head of Human Resources

Independent Food Company

• Spearheaded HR strategies for 2,200 employees, enhancing a high-performance culture across multiple brands.  
• Led comprehensive talent management initiatives, including acquisition and succession planning, to support rapid growth.  
• Established performance objectives and KPIs, driving continuous improvement aligned with company goals.

Cravia Inc

• Championed HR transformation initiatives, enhancing performance management and total rewards strategy, boosting employee satisfaction by 30%.  
• Spearheaded workforce management strategies, optimizing resource allocation, reducing recruitment expenses, and increasing retention by 10%.  
• Orchestrated C-suite recruitment processes, achieving a 40% reduction in time-to-hire through innovative sourcing techniques.

At Cravia Inc, I played a pivotal role in shaping HR strategies and enhancing talent acquisition processes. By refining policies and leading performance management initiatives, I contributed to a more engaged workforce and reduced compliance violations by 25%. My commitment to adhering to labor laws fostered a positive work environment, aligning HR practices with the company's strategic objectives.

HR Services Manager

Emirates Flight Catering

Responsibilities:

•	Partnered with HR Manager to create and execute comprehensive strategic workforce plan; leveraged data analytics to identify skills gaps and implement targeted training programs, resulting in 15% increase in employee productivity and alignment with evolving business needs.
•	Directed design and implementation of tailored onboarding curriculum for new hires, streamlining assimilation process and reducing time-to-productivity by 20%.
•	Conducted comprehensive analysis of team performance metrics, identified skill gaps, and successfully implemented tailored training initiatives, contributing to substantial 25% enhancement in team performance and highlighting avenues for career progression.
•	Streamlined HR efficiencies, coordinated new hire orientations and provided onboarding and training for new employees.
•	Managed housing for 4800 staff members and developed housing strategies aligned with organizational goals.

HUMAN RESOURCES, SUPERVISOR HOUSING AND OTHER REGULATORY AFFAIRS

Jubaili Bros

I successfully transformed HR operations for Jubaili Bros, focusing on the blue-collar workforce and achieving measurable results.  

• Engineered a data-driven performance management system, reducing performance-related incidents by 20% and boosting productivity by 25%.  
• Promoted organizational objectives during new employee orientations, fostering a culture of engagement from day one.  
• Regularly monitored manpower budgets to ensure compliance and workforce availability, enhancing operational efficiency.

Human Resources Officer

Hammoud Hospital University Medical Center

Responsibilities:

•	Revamped recruitment process by developing customized job descriptions, conducting interviews, and implementing selection criteria resulting in 15% decrease in employee turnover.
•	Prepared strategic employee development programs, yielding substantial 30% upsurge in employee engagement, talent retention, and career advancement opportunities, fostering culture of continuous learning and professional growth.
•	Advised and guided line managers across multiple departments in successfully implementing policies, resulting in 25% increase in adherence and 15% reduction in policy-related errors.
•	Managed payroll and timekeeping to track hours and accurately pay employees.

HUMAN RESOURCES ADMINISTRATORS

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

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

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

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?

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

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

Interview timelines are OUT of control!!!!


1 month, 2 months, 3 months or more.

I’ve had C-Suite candidates go through 6 months or MORE for a job.

ONE job.

6 months. Completely and utterly ridiculous.

Back in the day, we made hiring decisions within a week after 1 or 2 interviews.

And you know what? People stayed at those jobs for years.

If we made a bad hire, we fixed it.

If someone needed more training, we provided it.

If that job wasn’t a good fit, we found something for that person that was.

That’s how things worked and they worked out pretty well.

There is no one perfect candidate.
Stop looking for them.

If you can’t confidently extend an offer to a candidate after 1 or 2 interviews, you are not doing a very good job.

Hiring should be done by instinct.

I used to call it my internal HR compass.

You either have it or you don’t.

Stop torturing candidates with a 17 interview process because you can’t do your job.

They deserve better.

And your company deserves better too.

Long, painful interview cycles don’t just waste a candidate’s time—they also send a loud message about your decision-making as a business.

Top talent won’t wait around. They’ll go elsewhere and remember your company as “that place where the process dragged on forever.”

You lose out on skills, energy, and fresh thinking.

You damage your brand.

At the end of the day, hiring is about people. Trust your process. Make decisions. Move.

The longer you take, the more you miss.

Let’s bring back common sense and respect for everyone’s time—yours and theirs.

#interviews #hr #humanresources #talent #people #strategy #process #business #leaders #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

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

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

HR is not:

• A cost center
• Only paperwork
• Just recruitment
• The policy police
• Handling complaints
• Planning office parties
• Only managing benefits

HR is actually:

• Fixing talent shortages
• Managing cultural shifts
• Driving strategic growth
• Leveraging HR technology
• Developing future leaders
• Building great work culture
• Stopping employee burnout
• Improving employee wellbeing
• Solving remote work challenges
• Making employees feel valuable

Your people strategy is your business strategy.

Stop treating HR as a cost center. 

Start treating HR is profit center.

Invest in your HR team like you would any game-changing initiative. They're the architects of your company's future, shaping the workforce to meet tomorrow's challenges.

When HR is empowered, your whole organization thrives. You'll see not just retention, but engagement. Not just growth, but innovation. Talent isn't just hired; it's nurtured.

The companies that recognize this are the ones leading the pack. They understand that a strong people strategy is what transforms potential into performance.

So, is your HR team driving your strategy forward? Or are they still stuck battling outdated perceptions? It's time to elevate HR to its rightful place in your company.

#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

At Eva Interiors We are looking for an FF&E Coordinator who thrives on structure, documentation, and control, and who understands that excellence lives in the details.


This role is the central point of coordination for FF&E information across projects, ensuring that approved design intent is accurately translated into specifications, schedules, supplier documentation, and tracking systems.

What you’ll be responsible for:
• Coordinating FF&E documentation, specifications, material schedules, and trackers
 • Supporting sourcing, supplier coordination, and approval processes
 • Tracking FF&E items from approval through delivery and installation
 • Ensuring alignment between design, procurement, and site teams
 • Maintaining accurate records, logs, and FF&E libraries
 • Supporting site coordination, inspections, and handover documentation

What we’re looking for
• Experience in FF&E coordination, interiors, or design-focused roles
 • Strong attention to detail, documentation, and follow-through
 • Understanding of materials, finishes, suppliers, and luxury standards
 • Ability to work across multiple stakeholders and fast-moving projects
 • Organized, reliable, and execution-driven mindset

If you believe design excellence is delivered through structure, accuracy, and ownership, we’d love to hear from you.

Apply via LinkedIn or share your CV directly.

#Hiring #FFECoordinator #Interior #designcareers #careers #jobs #dubai #Linkedin #linkedinconnections

Talent Acquisition isn't Recruitment.

But most companies treat them the same.

Big mistake. Here's why:

Talent Acquisition:

- Long-term strategy
- Focuses on future needs
- Builds a talent pipeline
- Creates employer brand
- Develops relationships
- Includes succession planning

Recruitment:

- Short-term process
- Fills current openings
- Sources for specific roles
- Screens and interviews
- Manages job offers
- Onboards new hires

5 key differences:

1. Timeframe:

TA: Ongoing
Recruitment: As needed

2. Scope:

TA: Company-wide
Recruitment: Role-specific

3. Approach:

TA: Proactive
Recruitment: Reactive

4. Focus:

TA: Building relationships
Recruitment: Filling positions

5. Outcome:

TA: Prepared for future growth
Recruitment: Immediate needs met

Both are important. 

But if you're only recruiting, you're already behind.

Talent Acquisition is about playing the long game.

If you wait until you have a vacancy to start looking, you’re already racing from behind while others are building their teams for what’s next.

Recruitment will always matter, but it’s not a substitute for a real strategy.

You need both.

When companies invest in Talent Acquisition, they pull in people who want to grow with them, not just fill a seat.

They attract talent that fits the culture and brings new ideas.

They’re never desperate to hire—they’re ready.

If your only plan is to recruit when someone leaves, you’re missing the chance to shape your future.

Think beyond filling jobs.

Build your pipeline, grow your brand, and make talent your competitive edge.

#talent #hiring #strategy #people #hr #hrstrategy #business #management #retention #goals #linkedin #linkedinconnections #aach

Why HR has a seat in the boardroom:

Finance needs HR for:

- Budget planning
- ROI on employee programs
- Cost-saving benefits strategies

Operations relies on HR for:

- Workforce planning
- Training-driven process improvement
- Employee productivity metrics

Marketing collaborates with HR on:

- Employer branding
- Internal communication campaigns
- Employee advocacy programs

Sales partners with HR for:

- Team structure and incentives
- Performance metrics
- Product knowledge training

Tech looks to HR for:

- HR tech stack recommendations
- Workforce data analytics
- Digital upskilling initiatives

Legal depends on HR for:

- Labor law compliance
- Employment risk management
- Policy development

Customer Service needs HR for:

- Customer-centric culture building
- Service quality training
- Employee engagement strategies

HR isn't just pushing papers.

They're pushing your business forward.

By bringing people-focused insights to EVERY decision.

So next time you're in the boardroom...

Make sure HR has a seat at the table.

They're not just a department—they're your strategic partner.

With HR's insights, every aspect of the business benefits.

They drive growth, innovation, and resilience.

When HR is in the room, you're ready to tackle any challenge.

Their expertise ensures every team is aligned and equipped for success.

Don't undervalue the power they bring.

Recognize HR as a key player in shaping the future of your company.

Make that seat permanent because investing in HR is investing in your company’s potential.

#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

taplio

The Battle

Bill Lee

Ahmad Al Cheikh Hassan

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taplio

The Battle

Bill Lee

Ahmad Al Cheikh Hassan

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

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