TalentNexa-UAE

Responsibilities:

• Develop and implement strategic HR initiatives aligned with company goals.
• Oversee the recruitment process to attract and hire top talent.
• Implement innovative sourcing strategies and use advanced recruitment tools to improve hiring processes.
• Design and execute talent management programs that identify, develop, and retain high-potential employees.
• Establish clear career paths and succession planning strategies.
• Develop performance management systems that support business objectives and drive high performance.
• Conduct training sessions for managers on effective feedback and performance appraisal techniques.
• Create and revise HR policies and procedures to ensure compliance with legal standards and best practices.
• Analyze market trends to recommend adjustments and updates to the compensation structure.
• Utilize HR analytics to make data-driven decisions and improve HR operations.

Chief Human Resources Officer

Cravia Inc

Responsibilities :

•	Championed comprehensive HR transformation initiative, streamlining performance management systems, implementing competency framework, devised comprehensive total rewards strategy, and conducting training programs, resulting in 30% increase in employee satisfaction and productivity.
•	Spearheaded implementation of comprehensive workforce management strategy, optimized resource allocation, and achieved reduction in recruitment expenses and 10% increase in employee retention.
•	Orchestrated end-to-end recruitment process for C-suite executives through implementation of innovative sourcing techniques, resulting in 40% reduction in time-to-hire and enhanced organizational agility.
•	Designed comprehensive review and approval process for job position requisitions and descriptions, resulting in 20% reduction in time-to-hire and improved candidate fit through targeted job postings and criteria alignment.
•	Collaborated closely with senior leadership to conceive and implement innovative succession planning program.
•	Identified and addressed key areas of improvement within organizational culture through comprehensive employee surveys and focus groups, resulting in 30% increase in employee morale and 10% boost in overall company performance.
•	Operated in-depth analysis of HR operational expenses, resulting in identification of cost-saving opportunities and implementation of effective HR budget, leading to 20% reduction in expenses and enhanced financial performance.
•	Conceptualized HRIS and talent management system data to develop customized performance metrics and dashboards, enabling HR leadership to make data-informed decisions regarding performance management and employee development initiatives.
•	Optimized housing and transportation services for 45 employees, negotiating contracts and implementing cost-efficient solutions, resulting in 20% reduction in housing expenses and improved transportation logistics.

Head of Human Resources

Responsibilities:

•	Refined human resources strategies, policies, and procedures that align with company's overarching goals and objectives.
•	Initiated all facets of talent acquisition, encompassing recruitment, selection, and onboarding process, to ensure organization attracts and retains high-caliber talent.
•	Take lead-on performance management initiatives, which include conducting performance appraisals, establishing performance goals, and devising employee development plans.
•	Maintained strict adherence to labor laws, regulations, and company policies, thereby reducing legal liabilities and fostering positive work environment.
•	Established evaluation and enhancement of HR policies and practices to ensure compliance with changing legal and regulatory requirements; executed updates based on regular audits, resulting in 25% decrease in compliance violations and risk management.
•	Monitored with company's executive management team to establish sound plan of management succession that corresponds to strategy and objectives of company.

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

Responsibilities:

•	Collaborated with Senior HR Manager to develop strategic manpower plan for blue-collar workforce, in line with annual business plans and productivity benchmarks; regularly monitored and reviewed manpower budget to ensure adherence to budget norms and availability of required workforce.
•	Managed end-to-end employee lifecycle for blue-collar workforce, overseeing recruitment, onboarding, performance management, and exit processes; achieved reduction in time-to-fill vacancies and employee satisfaction by 15%.
•	Evaluated job requirements, operational issues, and current training programs to identify areas for improvement; designed and implemented targeted training interventions that reduced employee turnover by 10% and increased employee engagement by 10%.
•	Engineered streamlined performance management system, leveraging data-driven approach to identify and resolve employee performance issues, leading to 20% reduction in incidents and enhancing team productivity by 25%.
•	Promoted employee engagement with organizational objectives during new employee orientations and industry conventions.

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

AL BABA Leather Factory

Prepared monthly account profitability, profit and loss statements, journal entries and adjustments and reconciled general ledger accounts; assisted in preparing annual budgets
 Monitored expense reporting function, reviewed and processed non-exempt payroll and managed sales tax computations and monthly and quarterly returns
 Reported Accounts receivable aging categories, warehouse inventory and petty cash fund

Accountant

At TalentNexa-UAE, the thrust of our efforts is on marrying human capital initiatives with overarching business objectives, cultivating an inclusive culture, and advancing data-informed HR practices. The strategies deployed have substantially upgraded performance management frameworks, contributing to the enhancement of organizational nimbleness and a surge in productivity.

My commitment to TalentNexa-UAE is unwavering, with a focus on fostering a high-caliber environment conducive to sustained growth and innovative breakthroughs in the HR field. This dedication is rooted in a history of successful HR transformations, such as the one at Cravia Inc, where we saw a marked upswing in employee satisfaction and retention through strategic HR interventions.

I'm a recruiter and I don't see the reason for cover letters. 
 
I find them archaic and pointless and should be left in the past. 
 
It's stressful enough being a job seekers these days. 
 
If a candidate is taking the time to apply to a role, this shows me they are interested. 
 
Plus, an applicants resume and work samples reflect their accomplishments and work history more than a cover letter ever could. 
 
 
#employeeexperience #talent #hiring #jobseekers #careers #hr #humanresources #culture #interviews #business #strategy #linkedin #linkedinconnections #aach

Ahmad Al Cheikh Hassan, CIPD

CHRO & LinkedIn Top Voice | 13 Years of Transforming HR into a Strategic Business Partner | Driving Innovation & Excellence in Human Capital Management.

In an interview.... 
 
HR: "What's your salary expectation " 
Candidate: " 15000 to 20000 a month. 
HR: if we can't pay up to 10000, should we not bother making you an offer? You are the best fit for the role but I'm afraid we can't afford you. 
 
Candidate: Okay. 10000 would be fine. 
HR: How soon can you resume? 
 
Meanwhile, the budget for that particular role is 20000 HR smiles and feels like hero, The management will be happy that I cut costs for the organisation. 
 
A few weeks after The new employee resumes, he notices the pay disparity. Guess what happens? Dissatisfaction. Toxicity. Disengagement. 
 
Two months later, the employee leaves the organisation for a better job. 
 
The recruitment process starts all over again. Leading to more cost, performance gaps within the team and by extension, the whole organisation. 
 
So the cost the HRP tried saving the organisation creates bigger problems for the organisation.  
 
In the game of recruitment, retaining talent is the ultimate goal. And to do that, we need to respect their worth and invest in them. If HR truly wishes to be seen as heroes, they should strive to create a win-win scenario from the start. Fair compensation is not just about numbers--it's about respect, value, and mutual growth. 
 
The lasting impacts far outweigh the initial savings. A truly thriving organization recognizes this. Let's champion for fair pay, not just for the sake of the employees, but for the overall health of the organization. 
 
#talent #hr #humanresources #hiring #leaders #leadership #culture #culturematters #team #teamwork #work #employeeexperience #interviews #humancapital #compensation #linkedin #linkedinconnections #talentnexa #aach

In an interview.... 
 
HR: "What's your salary expectation " 
Candidate: " 15000 to 20000 a month. 
HR: if we can't pay up to 10000, should we not bother making you an offer? You are the best fit for the role but I'm afraid we can't afford you. 
 
Candidate: Okay. 10000 would be fine. 
HR: How soon can you resume? 
 
Meanwhile, the budget for that particular role is 20000 HR smiles and feels like hero, The management will be happy that I cut costs for the organisation. 
 
A few weeks after The new employee resumes, he notices the pay disparity. Guess what happens? Dissatisfaction. Toxicity. Disengagement. 
 
Two months later, the employee leaves the organisation for a better job. 
 
The recruitment process starts all over again. Leading to more cost, performance gaps within the team and by extension, the whole organisation. 
 
So the cost the HRP tried saving the organisation creates bigger problems for the organisation.  
 
In the game of recruitment, retaining talent is the ultimate goal. And to do that, we need to respect their worth and invest in them. If HR truly wishes to be seen as heroes, they should strive to create a win-win scenario from the start. Fair compensation is not just about numbers--it's about respect, value, and mutual growth. 
 
The lasting impacts far outweigh the initial savings. A truly thriving organization recognizes this. Let's champion for fair pay, not just for the sake of the employees, but for the overall health of the organization. 
 
#talent #hr #humanresources #hiring #leaders #leadership #culture #culturematters #team #teamwork #work #employeeexperience #linkedin #linkedinconnections #talentnexa #aach

I don’t care whether you come into the office at 8 am. 
I don’t care if you choose to work from home or not. 
I don’t care if you work from the garage while they fix your car. 
 
I hired you for a job and I trust you to get it done. Just let me know what you need from me to be successful in your role. And I will show up for you. 
 
Because, guess what? The world has changed. Gone are the days of clock-watching and the 9 to 5 grind. We're living in a world where trust, flexibility, and outcome-based performance reign supreme. 
 
I couldn’t care less about how many hours you clock in, it’s about how much you can bring to the table. It's about how you grow, evolve, and contribute to our collective goals. 
 
In the end, it's not about the hours, it's about the impact. 
 
 
#futureofwork #work #passion #flexibility #careers #talent #employeeexperience #hr #humanresources #leaders #business #strategy #team #trust #goals #linkedin #linkedinconnections #aach

Don't just QUIT your JOB the moment someone offers you a better salary.   
  
Research your new boss, the people and the culture.   
 
Consider the company environment you're stepping into. Have you met your potential colleagues? Are they people you see yourself collaborating with and learning from? 
 
Consider the company's reputation. Is it known for nurturing talent and promoting growth? Do they value their staff? Take a keen look at their employee retention rates if you can. 
 
Consider your own aspirations. Will this job bring you closer to your career goals? Be strategic about every move you make. 
 
Remember, your salary isn't your sole compensation—job satisfaction, growth opportunities and a fulfilling work environment are even more invaluable. Learn to prioritize your long-term career growth over the immediate lure of a fatter paycheck. 
 
Everyone's path is unique. Make informed, strategic decisions that align with your goals. 
  
#humanresources #hr #culture #culturematters #peoplefirst #employeeexperience #people #peopleexperience #team #jobseekers #hiring #interviews #leadership #branding #linkedin #linkedinconnections #talentnexa #aach

Dear Applicant, 
 
We regret to inform you... 
We appreciate your time... 
Thank you for your interest... 
You have not been selected... 
We'll keep your details on file... 
We've already filled this position... 
There were a large number of candidates... 
We're moving forward with other applicants... 
We selected a candidate with more experience... 
We're delighted to offer you a position with us. 
 
All of these are common responses, but how do we really assess the candidate when the ATS system makes the initial decision? The truth is, relying solely on automated systems misses the human touch. Many candidates with untapped potential are overlooked simply because an algorithm decides their fate. 
 
We need to remember that behind every application is a person with unique skills and experiences. It's crucial to integrate human judgment into the evaluation process. Only then can we truly recognize the potential that machines might miss. 
 
Let's make recruitment more personal. Keep pushing for change in our hiring practices. 
 
#hr #humanresources #cv #resumes #ATS #system #people #empathy #connections #humancapital #business #leaders #strategy #jobs #careers #jobseekers #managers #employers #linkedin #linkedinconnections #talentnexa #aach

Don't stay in a toxic work culture. 
 
Don't settle for less than you deserve. 
 
I know that this might sound scary, but it's important. 
 
Don't let fear rob you of your happiness and potential. Yes, stability is comforting, but it should never come at the cost of your well-being and personal growth. 
 
Remember, our jobs constitute a significant part of our lives. They should inspire us, push us to learn new things, and contribute to our holistic development. Do not shrink yourself to fit into spaces that don't value you. 
 
It's okay to step out of your comfort zone. It's okay to venture into the unknown. It may seem daunting at first, but remember, change is the precursor to growth. 
 
Stay strong, believe in your worth, and never, ever compromise on your happiness. Because you deserve a work environment that respects and values you. A place that fuels your growth and not your stress. After all, your career is a journey, and you deserve a journey as exceptional as you. 
 
#talent #hr #humanresources #hiring #leaders #leadership #culture #culturematters #team #teamwork #work #employeeexperience #linkedin #linkedinconnections #talentnexa #aach

An employee RESIGNED as he got an opportunity elsewhere.  
  
I wished him Luck  
Thanked him for his contribution to our company.  
And assured him that he will be welcomed back with open arms.  
  
It's a bitter-sweet moment when someone from your team decides to venture out. Yet, it's a proud moment when they're sought after by others, validating their talent and skills. 
 
Understandably, one might feel a sense of loss, but let's focus on the bigger picture. We've nurtured a professional who's now ready to conquer new horizons. 
 
I believe in growth, be it within or outside our four walls. We appreciate the dedication and commitment served during their tenure and respect their decision to explore new avenues. 
 
Although he's chosen a different path for now, the door back home is never closed.  
 
I value the bond I have built and eagerly look forward to hearing about his or her achievements. 
 
Remember, in the professional world, there are no permanent goodbyes, only opportunities for new hellos. Let's celebrate these transitions as stepping stones, not stumbling blocks. 
 
#hiring #talent #jobseekers #jobs #careers #hr #humanresources #employeeexperience #business #strategy #hrstrategy #team #skills #experience #passion #linkedin #linkedinconnections #talentnexa #aach

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