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.

Dear Hiring Manager,

Please STOP this practice of asking candidates for previous salary & PAYSLIPS to determine the new offer & grading level. 

You have a budget and you have checked their capabilities during the interview process, so please offer them according to their experience.

This practice is banned in many countries as it leads to discrimination.

It's time to value talent for what they bring to the table today, not what they earned yesterday. This outdated approach can harm diversity and perpetuate salary gaps. Instead, focus on fair compensation, market standards, and the candidate's potential within your organization. Let's create an equitable hiring process that respects and empowers individuals. Fair pay starts with fair practices.

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

Ahmad Al Cheikh Hassan, CIPD

LinkedIn Top Voice | Revolutionizing HR for 14 Years | Mastermind in Strategic Business Integration & Human Capital Excellence.

Dear Hiring managers,

Please stop inviting other candidates to interviews when you have already identified a preferred candidate.

Please do not post a position externally if you already have a strong internal pipeline.

“Both are wasting time and effort , be honest and Don’t waste candidates time and your time and hire the person who qualifies for the role, whether inside or outside the organisation”

Make it a priority to streamline your hiring process. Transparency is key. If you've found the right fit, move forward with them. It builds trust and shows respect for everyone involved. Let's value efficiency and fairness. Candidates appreciate honesty, and your organization will benefit from a reputation of integrity. Focus on finding the best talent, and let that be the driving force behind your decisions.

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

Dear Companies, 

Please make WFH accessible to employees, trust your team to get the job done. As long as the work is being completed, it shouldn't matter where it's happening. Focus on results, not just presence. 

"As long as the work gets done, we shouldn't care if they are working from the South Pole or the office. We hired them for a job, and should trust them to do it."

This decision saved the employee three hours of commute time each day, leading to a happier, more productive worker.

lesson learned: If you focus on presence, you get presence. But if you focus on results, you get results. And if you can't trust your employees, why hire them at all?

It's not just about cutting the commute or embracing technology, it's about creating a culture where performance is the priority. This shift can transform the workplace into a hub of creativity and efficiency.

Let's move past traditional norms and rethink how we define productivity. Trust in your team, invest in their success, and watch your organization thrive. Make the leap towards a modern workplace—it's time we all did.

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

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 #talentnexa #aach

“OVERQUALIFIED.” Give me a break. Employers please STOP calling jobseekers over 40, or 50  “overqualified." We all know what that phrase REALLY means. Obviously it is age discrimination. 
You would NEVER say that about a surgeon, an airline pilot, a mechanic, or an attorney. There are so many mature job applicants being denied which is a waste of knowledge, experience and talent!

Companies are missing out on seasoned professionals who bring immense value. These individuals have been through countless cycles of change and innovation. They know how to adapt, mentor, and deliver results. Their insights can be transformative.

Dismissing candidates due to perceived overqualification overlooks the potential for strategic leadership and fresh perspectives. It's time to recognize that experience is an asset, not a liability.

Let's reshape our hiring practices. Embrace the diversity of thought and wisdom that comes with age. The future of work depends on integrating talent from all stages of life.

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

Your salary expectation is too high - Rejected
Your age is above 45 - Rejected
You are fresher and don't have experience - Rejected
You are overqualified - Rejected
Your notice period is 2 months We are looking for immediate hiring , can't hire you - Rejected

Dear hiring managers, " Stop Looking For The Mythical Perfect Candidate . There is no perfect candidate . You're missing out on great people looking for the perfect candidate"

Every rejection narrows your view, and you're in danger of building a team that's a mirror, not a masterpiece. Diverse experiences and backgrounds bring innovation. The real value lies in potential, adaptability, and eagerness to learn.

Consider the skills that can’t be taught: resilience, problem-solving, and a fresh perspective. These are the traits that drive growth and transformation. Let’s shift our focus from rigid requirements to recognizing talent in unexpected places.

Remember, every 'rejection' today could be the missed opportunity of tomorrow. It's time to broaden the horizon and find the hidden gems ready to make a difference.

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

Bad managers are responsible for destroying your mental health.

In fact, they are the #1 reason why people quit jobs.

Here are 5 signs to know if you have a bad manager.

- Micromanage you.
- Doesn't respect your schedule.
- Credit-stealing.
- No listening habits.
- Lack of empathy.

Dear manager, stop asking and start giving your team what they deserve.


Your leadership should inspire, not intimidate. Remember, a great manager leads by example and builds a team that not only meets goals but is eager to surpass them. Choose to be the leader who makes a difference.

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

If a company takes 3 months to HIRE you, there is a problem with them; not you!

If a company needs 8 rounds of interviews to hire you, that was a red flag at round 4.

If a company can't tell you the salary until the end of the process, they are waiting to lowball you.

I hire people within 2 weeks or less of interview,because I don't like wasting my time or anybody else's.

The best way to find out what people can do is to give them a chance and get them on the job!

Too many rounds, too much red tape, and too little transparency only push talent away. When you know what you're looking for, it doesn't take endless debates. Speed, clarity, and respect are key.

In my team, we value efficiency. We look for skills, passion, and alignment, and we act fast. It's about mutual respect and understanding. Let's focus on building a workplace that values time and talent equally.

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

Dear Companies,

Hire people, Not resumes. 

A resume doesn’t perform the job—people do. Instead of solely focusing on what's written on paper, evaluate candidates based on their skills, potential, and performance. 

Do not reject someone simply because of: 
🔹A career gap 
🔹Frequent job switches 
🔹A lower past salary 
🔹Experience with smaller firms 

Everyone has a story, and everyone deserves a fair chance. Let’s break biases and build inclusive workplaces that value talent beyond traditional benchmarks

It's time to rethink how we measure success and potential. Embrace diverse backgrounds, understand the richness they bring, and recognize the true value of individual contributions.

When we look beyond the conventional metrics, we discover talent that can drive innovation and growth. Talent is everywhere, sometimes in the most unexpected places.

Let's create environments where everyone is encouraged to thrive, where possibilities are endless, and where every voice is heard.

The current and the future of work is human-centric. 

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

He handed in his resignation. 

We talked.

I want to know why and I also want to know how committed he is to leaving. 

So if he truly believes that leaving is his best option, I will say go with my best wishes. I hope you do very well.

I hate letting talents leave. But when they want to go, then it's the right move for them, for the team, and for the company.

You can't depend on people who are not motivated to do the work.And nothing worthwhile can get done without hard work, dedication and focus. 

And since you can't force or buy motivation, let them go, with thanks for their contribution and a reminder to look us up if we ever become their best option again. 

A resignation can be a mutually agreed separation, not a bitter divorce. 

Resignations should be treated as new beginnings—for the individual and the organization. Let's make sure there's always a welcoming door for those wishing to return, and let's strive to be the place they envision coming back to someday.

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

No, not everybody is replaceable. 

Every vacant position can easily be filled again but never with the exact same person. 

I have lost many special people for better opportunities in the past, while I always blessed their migration decisions however many times their replacements were never as good as them to fill the gaps they left. 

“Everybody is replaceable” is a weak statement used by egoistic managers who never admit being the reason of people leaving and never put an effort to retain their best talents. 

A very common scenario in the corporate world.

But what if we shifted the narrative? Recognizing that talent retention is less about filling roles and more about nurturing relationships. It's about understanding the unique contributions each individual brings and valuing them beyond their immediate output.

Leaders who invest in their teams will see returns far greater than any spreadsheet can capture. When people feel appreciated, they thrive, innovate, and stay. It's a win-win.

Let's celebrate those who make a difference, not just in numbers but in the spirit and culture of the workplace. The true strength of any organization lies not in the roles, but in the people who fill them with passion and purpose.

Let's build environments where people don't want to leave. Because when they do, it's not just a role that needs filling—it's a part of the heart of the company.

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

Signs of Toxic Job  ❗
1. No Timely Appreciations.
2. Manager Doesn't Support.
3. No Work Life Balance.
4. Managers Disagree's on each points.
5. Less Pay and More Work.
6. You are not seen as a Valuable asset for the company.

If you feel any one these, it's time to raise your voice and leave this toxic culture.

Because If you keep on tolerating they will keep on pressurising.

Change is within your reach. Remember, you deserve a workplace that values your contributions and supports your growth. Seek environments where respect and appreciation are mutual. Your well-being and satisfaction at work matter. Take the leap towards a healthier, more fulfilling career path. 

Don't settle for less. Your future self will thank you.

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

I’m interviewing people for an open role on my team.

Salary often comes up in the first interview.

So I tell them the salary range for the role.

And see if that meets their expectations.

No games.

No back and forth.

No trying to have them “give a number first.”

We're in range almost 100% of the time.

Because I also put it in the job description...

Why choose transparency?

- Being clear about salary = trust from the start
- No guesswork. Faster, more efficient hiring
- Better candidate experience attracts better talent

This doesn't have to be complicated.

Just straightforward and honest communication. Candidates appreciate knowing what they're stepping into. It saves time for both sides and builds a foundation of trust.

In today's job market, the best talent values transparency. It shows them you value their time and skills. We need to lead by example. When candidates feel respected, they're more likely to bring their authentic selves to the table.

Let's simplify the hiring process. Together, let's foster environments where openness isn't just an option; it's the norm.

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

Employees leave cauz of bad manager first and salary second

Top reasons best employees leave, in order of importance

1. Bad Manager 
2. Boring work 
3. Better paying offer 

But most of the times, we are trying to solve for the salary rather than solving for a great manager and amazing work. 

This approach is a costly mistake. A competitive salary is important, but it won’t keep top talent if the work environment is toxic or uninspiring. We need to invest in leadership development. Empower managers to lead with empathy and vision. Create a culture where innovation thrives and employees feel valued. When work feels meaningful and managers support growth, retention naturally improves. Reducing turnover starts with understanding what truly drives satisfaction beyond just a paycheck. Let's prioritize what really matters.

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

Unlocking Success: The Power Play in HR!

Choosing between an HR Business Partner and an HR Manager isn't just a title—it’s a game changer for your organization. 

🎯 HRBPs: Your strategic champions, aligning HR with your long-term goals, fueling performance, and driving growth. They partner directly with leadership to tackle challenges head-on, ensuring your workforce is not just agile but future-ready.

🔧 HR Managers: The operational maestros. These are the folks ensuring the day-to-day runs seamlessly, from recruitment to employee relations, keeping the wheels turning and morale high.

Despite their pivotal roles, HRBPs often fly under the radar. But recognizing their distinct contributions can shift HR from a mere support role to a powerhouse of business success.

Think beyond filling positions. Are you ready to transform HR into a strategic force shaping your organization’s future?

Challenge the status quo and tap into the full potential of your HR team. Let's lead the change!

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

In the dynamic business landscape, determining whether your organization requires an HR Manager or an HR Business Partner is crucial. Both roles are i

Open article: HRBP vs. HR Manager: Which Role is Essential for Your Organization?

 by Ahmad Al Cheikh Hassan, CIPD • 4 min read

Ahmad Al Cheikh Hassan, CIPD on LinkedIn • 4 min read

HRBP vs. HR Manager: Which Role is Essential for Your Organization?

Not everyone will be happy with your growth at your workplace. 

As much as we would like to believe that our coworkers are all our friends, the reality is that not everyone at your workplace is your friend. 

It's important to remember that we are all there to do a job, get paid, and then go home. 

Of course, building positive relationships with our colleagues is always a good thing, but it's equally important to maintain professional boundaries.

At the end of the day, it's important to remember that we're all human and we have our own lives outside of work. 

So let's do our job, get paid, and then go home to spend time with the people who truly matter in our lives.


Be kind, be respectful, but remember why you're there. Your growth might not sit well with everyone, and that's okay. Focus on your goals and let your achievements speak for themselves.

Support your coworkers when you can, but don’t forget your path. Recognize those who uplift you and keep distance from negativity. Keep learning, stay humble, and let your work ethic shine through.

Prioritize your peace and fulfillment. In the grand scheme of things, your personal well-being is what truly counts. Success is not just about moving up the ladder; it's about maintaining balance and staying true to yourself.

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

Can we normalize having realistic expectations for entry-level roles?

Companies have been struggling to find talent and a huge reason for that is the crazy barrier of entry for many professions.

There aren't enough "experienced" employees out there because it's nearly impossible to even start a career.

We need to do more to help people start their journeys.

There isn't a talent shortage. The talent is there.


It's about creating opportunities, not barriers. Entry-level positions should be a gateway, not a hurdle.

By expecting candidates to have experience they haven't had the chance to gain, we're closing doors unnecessarily. Instead, let's focus on skills, potential, and willingness to learn.

Invest in training and mentorship. Let people grow within the role. It's about nurturing talent and fostering innovation.

The future of any industry depends on the fresh perspectives and energy newcomers bring. When we open the path, we build stronger, more dynamic teams.

Let's make the change. It's time for a shift in mindset.

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

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