Total Years of Experience: 17 Years, 9 Months
August 2020
To Present
Acting Group Chief Operating Office and Vice President
at Higher Colleges of Technology
Location :
United Arab Emirates - Abu Dhabi
Resources
at Higher Colleges of Technology - The Centre of Excellence for Applied Research & Training (CERT) Location: Abu Dhabi, United Arab Emirates Company Industry: Education & Training Job Role: Management August 2020-Present
Responsibilities
• Strategic Consulting HR, OD Transformation Projects, Business & Operational governance Strategic PMO Design & Implement TQM, ROI & Business Process Re-engineering.
• Spearheading the formulation & implementation of Change Management process co-created with the leadership from a total fixed salary environment of AED500 million annually to inculcate performance driven culture, thereby formulating a total compensation package with a Fixed and KPI driven - 70:30 components to enhance individual & team deliverables.
• Data-focused: Able to roll up sleeves to pull and analyze the data. Understand what data is needed and scale across Projects and verticals. Feeding Board presentation data and Templates for Decision Support Systems.
• Strong communicator: outstanding executive-level verbal and written communication skills, ability to clearly explain complex business problems and build business cases and quantitative models that will inform and influence our operations strategy.
• Formulate Business process re-engineering to facilitate acquisition or Build, Operate, Transfer (BOT) procedures as appropriate across projects & verticals, facilitating overall growth. Efficiency, Cycle time, Throughput etc.,
• Developed and reviewed Overall Organizational Performance metrics, quantitative and qualitative data points to spot trends and identify opportunity areas.
• Establish across Service Level Agreements (SLA), design and formulate Management reporting & Dashboards.
• Overseeing Financials of a $400mn conglomerate with an annual turnover of $125mn
• Conducting Job analysis, formulating new KPIs, Job specification and Job description documents & reformulate existing ones to suit changing business dynamics.
• Spearheading Emiratization initiatives vide formulating a detailed and comprehensive Emiratization plan
• Formulated a comprehensive Total Rewards and Incentives Scheme across the board for the organization that would recognize and incentivize high performers that would result in increased talent retention
• Designing & Implementing a performance management organization wide.
• Tailored made Competency framework that would suit the multi organizational/ domain framework of CERT
• Initiated well formulated Organizational Restructuring process to meet the evolving business and operational needs.
• Design & Implement Audit Compliance & Risk Assessment procedures across the function.
• Build, design and customize a comprehensive Policies and Procedures Manual for Human Resources function.
• Lead the companys digital transformation initiatives in alignment with the AI trends and developed AI apps integrated with GPT Technology.
• Lead and represent as Strategic Partner in Executive committees and Board.
at Higher Colleges of Technology - The Centre of Excellence for Applied Research & Training (CERT) Location: Abu Dhabi, United Arab Emirates Company Industry: Education & Training Job Role: Management August 2020-Present
Responsibilities
• Strategic Consulting HR, OD Transformation Projects, Business & Operational governance Strategic PMO Design & Implement TQM, ROI & Business Process Re-engineering.
• Spearheading the formulation & implementation of Change Management process co-created with the leadership from a total fixed salary environment of AED500 million annually to inculcate performance driven culture, thereby formulating a total compensation package with a Fixed and KPI driven - 70:30 components to enhance individual & team deliverables.
• Data-focused: Able to roll up sleeves to pull and analyze the data. Understand what data is needed and scale across Projects and verticals. Feeding Board presentation data and Templates for Decision Support Systems.
• Strong communicator: outstanding executive-level verbal and written communication skills, ability to clearly explain complex business problems and build business cases and quantitative models that will inform and influence our operations strategy.
• Formulate Business process re-engineering to facilitate acquisition or Build, Operate, Transfer (BOT) procedures as appropriate across projects & verticals, facilitating overall growth. Efficiency, Cycle time, Throughput etc.,
• Developed and reviewed Overall Organizational Performance metrics, quantitative and qualitative data points to spot trends and identify opportunity areas.
• Establish across Service Level Agreements (SLA), design and formulate Management reporting & Dashboards.
• Overseeing Financials of a $400mn conglomerate with an annual turnover of $125mn
• Conducting Job analysis, formulating new KPIs, Job specification and Job description documents & reformulate existing ones to suit changing business dynamics.
• Spearheading Emiratization initiatives vide formulating a detailed and comprehensive Emiratization plan
• Formulated a comprehensive Total Rewards and Incentives Scheme across the board for the organization that would recognize and incentivize high performers that would result in increased talent retention
• Designing & Implementing a performance management organization wide.
• Tailored made Competency framework that would suit the multi organizational/ domain framework of CERT
• Initiated well formulated Organizational Restructuring process to meet the evolving business and operational needs.
• Design & Implement Audit Compliance & Risk Assessment procedures across the function.
• Build, design and customize a comprehensive Policies and Procedures Manual for Human Resources function.
• Lead the companys digital transformation initiatives in alignment with the AI trends and developed AI apps integrated with GPT Technology.
• Lead and represent as Strategic Partner in Executive committees and Board.
August 2016
To January 2019
Human Resources Manager
at Imperial College London Diabetes Centre – Mubadala Healthcare
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Healthcare Job Role: Management August 2016 - 2019
Responsibilities - Human Resources Manager
• Partnering with the CEO, COO, CAO and Medical Director on all strategic projects
• Partnering with all of the Human Capital Leaders across Mubadala Healthcare Assets and Mubadala Investment Companies on all key Human Capital Initiatives
• Leading, managing and developing a team of young HR professionals on all functions of the Human Capital services and expertise.
• Designing and implementing a robust Total Rewards scheme including conducting job evaluations
• Creating key performance indicators, professional and functional competencies, market compensation benchmarking for various industries in order to create and evaluate the internal compensation and grading structures.
• Managing and reviewing variable pay, incentives schemes, and flexible benefits schemes.
• A Partner to Mubadala Group of Companies on all executive council mandates inclusive of recruiting Emiratis with special needs.
• Oversee and Manage all grievances and training opportunities for both clinical and non-clinical employees.
• Developed programs to foster positive attitude toward organizational mission, vision, and objectives
• Developed and enforced the Governance Structure to clarify the span of control and strengthen then link between the management and the employees.
• Developed the HR policies for Mubadala Healthcare assets in alignment with Federal and Labor Laws, The Executive Council mandates, and Department of Health requirements.
• Develop and Manage all Cost & Budget reviews with the CFOs for board presentations and approvals including Manpower Analysis, Manpower Planning, all departmental Opex & Capex reviews.
• Coaching Managers on the process of setting SMART goals following the balanced scorecared principles, cascading them, as well as conducting objective performance reviews, and recognizing and awarding performance to improve productivity
• Developed the competency framework for ICLDC that is expected to be rolled out in the other Mubadala Healthcare assets.
Responsibilities - Human Resources Manager
• Partnering with the CEO, COO, CAO and Medical Director on all strategic projects
• Partnering with all of the Human Capital Leaders across Mubadala Healthcare Assets and Mubadala Investment Companies on all key Human Capital Initiatives
• Leading, managing and developing a team of young HR professionals on all functions of the Human Capital services and expertise.
• Designing and implementing a robust Total Rewards scheme including conducting job evaluations
• Creating key performance indicators, professional and functional competencies, market compensation benchmarking for various industries in order to create and evaluate the internal compensation and grading structures.
• Managing and reviewing variable pay, incentives schemes, and flexible benefits schemes.
• A Partner to Mubadala Group of Companies on all executive council mandates inclusive of recruiting Emiratis with special needs.
• Oversee and Manage all grievances and training opportunities for both clinical and non-clinical employees.
• Developed programs to foster positive attitude toward organizational mission, vision, and objectives
• Developed and enforced the Governance Structure to clarify the span of control and strengthen then link between the management and the employees.
• Developed the HR policies for Mubadala Healthcare assets in alignment with Federal and Labor Laws, The Executive Council mandates, and Department of Health requirements.
• Develop and Manage all Cost & Budget reviews with the CFOs for board presentations and approvals including Manpower Analysis, Manpower Planning, all departmental Opex & Capex reviews.
• Coaching Managers on the process of setting SMART goals following the balanced scorecared principles, cascading them, as well as conducting objective performance reviews, and recognizing and awarding performance to improve productivity
• Developed the competency framework for ICLDC that is expected to be rolled out in the other Mubadala Healthcare assets.
November 2011
To August 2014
Capabilities Development Head
at The Petroleum Institute
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Education, Training, and Library Job Role: Research November 2011- August 2014 continued
Responsibilities - Capabilities Development Head
• Ensure the implementation of the capabilities development/talent management policies and procedures.
• Manage the capabilities development section delegated budgets.
• Design and implement the performance management, training and development, career planning, and succession planning strategies, policies, procedures in coordination with the relevant stakeholders.
• Manage the development of talent development tools and plans to ensure their compliance with leading practices in higher education.
• Lead support for managers implementing the performance appraisal cycle to ensure successful implementation.
• Review the procedures related to the implementation of the performance management system to ensure the right fit with PI employees and strategic goals.
• Manage the process of Training Needs Analysis and the development and provision of training courses.
• Work with Faculty and staff to support the design of an employee development plan/program to retain and develop high performers.
• Develop and implement a training plan that is in alignment with PIs strategic direction to enhance required technical and behavioral competencies of the staff.
• Monitor the assessment of skills and experiences required for unmatched critical positions, and report risk areas, if any, to line managers.
• Create strategic alliances with international leadership centers around the world, certification awarding bodies, and training institutes, to provide a unique set of offerings.
• Oversee the development of flexible career paths and succession planning methods that will focus on alignment of talent and opportunities by looking into the internal and the external recruiting pipelines in collaboration with the leadership team and managers.
• Work with Department Managers to ensure the timely identification of potential key roles/jobs and high potential candidates who will go through the succession planning program.
Responsibilities - Compensation & Policy Head
• Ensure the implementation of the compensation and benefits policies and procedures.
• Design and implement PI compensation and benefits strategy, policies, and procedures in coordination with the PI leadership and relevant stakeholders as appropriate.
• Manage the development and maintenance of the PI compensation and benefits scheme.
• Periodically review PI compensation and benefits scheme against suitable benchmarks and make recommendations to ensure that PIs compensation and benefits scheme is both equitable and competitive enough to attract and retain world class faculty and staff.
• Develop a complete rewards scheme including basic salary, benefits, and financial and non-financial incentives to ensure internal equity and alignment with the overall HR organizational objectives.
• Coordinate with the recruitment function and academic leadership in identifying the starting salaries and most appropriate packages for the new hires.
• Liaise with the Capabilities Development Section to implement and execute outcomes/results from the performance management processes, in terms of promotions, salary adjustments…etc.
• Ensure compensation and benefit data records and documents are maintained
Responsibilities - Capabilities Development Head
• Ensure the implementation of the capabilities development/talent management policies and procedures.
• Manage the capabilities development section delegated budgets.
• Design and implement the performance management, training and development, career planning, and succession planning strategies, policies, procedures in coordination with the relevant stakeholders.
• Manage the development of talent development tools and plans to ensure their compliance with leading practices in higher education.
• Lead support for managers implementing the performance appraisal cycle to ensure successful implementation.
• Review the procedures related to the implementation of the performance management system to ensure the right fit with PI employees and strategic goals.
• Manage the process of Training Needs Analysis and the development and provision of training courses.
• Work with Faculty and staff to support the design of an employee development plan/program to retain and develop high performers.
• Develop and implement a training plan that is in alignment with PIs strategic direction to enhance required technical and behavioral competencies of the staff.
• Monitor the assessment of skills and experiences required for unmatched critical positions, and report risk areas, if any, to line managers.
• Create strategic alliances with international leadership centers around the world, certification awarding bodies, and training institutes, to provide a unique set of offerings.
• Oversee the development of flexible career paths and succession planning methods that will focus on alignment of talent and opportunities by looking into the internal and the external recruiting pipelines in collaboration with the leadership team and managers.
• Work with Department Managers to ensure the timely identification of potential key roles/jobs and high potential candidates who will go through the succession planning program.
Responsibilities - Compensation & Policy Head
• Ensure the implementation of the compensation and benefits policies and procedures.
• Design and implement PI compensation and benefits strategy, policies, and procedures in coordination with the PI leadership and relevant stakeholders as appropriate.
• Manage the development and maintenance of the PI compensation and benefits scheme.
• Periodically review PI compensation and benefits scheme against suitable benchmarks and make recommendations to ensure that PIs compensation and benefits scheme is both equitable and competitive enough to attract and retain world class faculty and staff.
• Develop a complete rewards scheme including basic salary, benefits, and financial and non-financial incentives to ensure internal equity and alignment with the overall HR organizational objectives.
• Coordinate with the recruitment function and academic leadership in identifying the starting salaries and most appropriate packages for the new hires.
• Liaise with the Capabilities Development Section to implement and execute outcomes/results from the performance management processes, in terms of promotions, salary adjustments…etc.
• Ensure compensation and benefit data records and documents are maintained
November 2010
To July 2014
Head - Recruitment & Employee Relations
at The Petroleum Institute
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Education, Training, and Library Job Role: Management November 2010 - January 31, 2016 Designation Chronology
• Nov 2010 onward, Head - Recruitment and Employee Relations
• Nov 2011- Aug 2014, Acting Capabilities Development Head, Acting Compensation & Policy Head, Acting
• Nov 2010 - Jul 2014, Organization Development Head, Acting Human Resources Manager
Responsibilities - Head (Recruitment & Employee Relations)
• Ensure the implementation of the recruitment policies and procedures.
• Manage the recruitment section delegated budgets.
• Manage the development of recruitment & Employee Relations strategies and annual plan.
• Manage the recruiting process within PI according to the manpower plans, ensure their compliance with stated regulations and organizational policies and procedures and ensure all day to day recruitment activities such as job posting, interview and selection of candidates, coordinating with recruitment agencies, offer process, background verification, new hire orientation etc. are conducted in an efficient and effective manner.
• Develop and implement best practice policies and processes and methods to support the recruitment, selection, retention and Emiratization at PI.
• Set an Emiratization plan which includes Emiratization targets for the next 5 years and determines which positions can be Emiratised.
• Ensure that required Emiratization levels are maintained across all divisions/departments, as well as attracting and retaining the best Emirati talent.
• Manage the recruitment and post recruitment formalities to ensure quality of respective processes and participate in the recruitment process depending on the seniority of the position as required.
• Review and analyze turnover data and demographics; prepare recruitment reports and statistics when required.
• Manage the evaluation of applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Prepare recruitment recommendations for submission to, and approval by the concerned stakeholders.
• Coordinate with the Policy & Compensation Section to ensure that the assigned salary and benefits are aligned with the approved pay scale and compensation framework; and to submit all information relating to new hires.
• Establish an external network of contacts and agencies to help with sourcing of employment candidates.
• Manage on-boarding, contract renewal, and exit processes and activities in coordination with the Employee Relations Section.
• Represent PI in job fairs and conferences with the aim of attracting the right talents to work at the PI.
• Monitor the administration of HR Services in a precise and timely manner; and ensure a high quality standard is applied to all transactions.
• Supervise the processing of Transactional Employee Relations Data.
• Responsible for the final audit and approval of the master payroll file for final submission to Finance and Control Department.
• Support management in the implementation of discipline and grievance policies and procedures.
• Act as a custodian of employment legislation, employee relations and ethics.
• Supervise the maintenance, accuracy and confidentiality of the employees files and data.
• Supervise all travel and accommodation activities and arrangements.
• Foster and maintain good relationships with government and non-government bodies to keep updated with changes in employment policies and procedures in order to provide proper guidance to PI employees.
• Foster a good working relationship with PIs current medical insurance provider and remain up to date with other medical insurance products in the market, and make changes if necessary.
• Review insurance policy and determine medical coverage upon employee claim when required.
A/Capabilities Development Head & A/Compensation & Policy
• Nov 2010 onward, Head - Recruitment and Employee Relations
• Nov 2011- Aug 2014, Acting Capabilities Development Head, Acting Compensation & Policy Head, Acting
• Nov 2010 - Jul 2014, Organization Development Head, Acting Human Resources Manager
Responsibilities - Head (Recruitment & Employee Relations)
• Ensure the implementation of the recruitment policies and procedures.
• Manage the recruitment section delegated budgets.
• Manage the development of recruitment & Employee Relations strategies and annual plan.
• Manage the recruiting process within PI according to the manpower plans, ensure their compliance with stated regulations and organizational policies and procedures and ensure all day to day recruitment activities such as job posting, interview and selection of candidates, coordinating with recruitment agencies, offer process, background verification, new hire orientation etc. are conducted in an efficient and effective manner.
• Develop and implement best practice policies and processes and methods to support the recruitment, selection, retention and Emiratization at PI.
• Set an Emiratization plan which includes Emiratization targets for the next 5 years and determines which positions can be Emiratised.
• Ensure that required Emiratization levels are maintained across all divisions/departments, as well as attracting and retaining the best Emirati talent.
• Manage the recruitment and post recruitment formalities to ensure quality of respective processes and participate in the recruitment process depending on the seniority of the position as required.
• Review and analyze turnover data and demographics; prepare recruitment reports and statistics when required.
• Manage the evaluation of applicants by discussing job requirements and applicant qualifications with managers; interviewing applicants on consistent set of qualifications.
• Prepare recruitment recommendations for submission to, and approval by the concerned stakeholders.
• Coordinate with the Policy & Compensation Section to ensure that the assigned salary and benefits are aligned with the approved pay scale and compensation framework; and to submit all information relating to new hires.
• Establish an external network of contacts and agencies to help with sourcing of employment candidates.
• Manage on-boarding, contract renewal, and exit processes and activities in coordination with the Employee Relations Section.
• Represent PI in job fairs and conferences with the aim of attracting the right talents to work at the PI.
• Monitor the administration of HR Services in a precise and timely manner; and ensure a high quality standard is applied to all transactions.
• Supervise the processing of Transactional Employee Relations Data.
• Responsible for the final audit and approval of the master payroll file for final submission to Finance and Control Department.
• Support management in the implementation of discipline and grievance policies and procedures.
• Act as a custodian of employment legislation, employee relations and ethics.
• Supervise the maintenance, accuracy and confidentiality of the employees files and data.
• Supervise all travel and accommodation activities and arrangements.
• Foster and maintain good relationships with government and non-government bodies to keep updated with changes in employment policies and procedures in order to provide proper guidance to PI employees.
• Foster a good working relationship with PIs current medical insurance provider and remain up to date with other medical insurance products in the market, and make changes if necessary.
• Review insurance policy and determine medical coverage upon employee claim when required.
A/Capabilities Development Head & A/Compensation & Policy
November 2010
To July 2014
A/Organization Development Head, A/Human Resources Manager
at The Petroleum Institute
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Education, Training, and Library Job Role: Management November 2010 - July 2014 continued
Responsibilities - Organization Development Head
• Ensure the implementation of the organization development and classification policies and procedures.
• Manage organizational development and classification efforts in terms of organizational structuring, roles and responsibilities design, competencies development, and manpower planning.
• Develop policies and procedures that are related to organization development and classification in order to ensure consistency and professionalism.
• Oversee the implementation of the organization development initiatives while working closely with the various Division and Department Heads across PI.
• Advise Management on change and organizational development requirements in order to meet the business objectives of PI.
• Manage continuous changes and enhancements that occur to organization design comprising of functional structures, functional statements and positional structures while ensuring alignment to PIs organization design principles.
• Manage the development and update of PI job descriptions and competency framework in coordination with PI different Divisions and Departments.
• Manage the development and application of manpower tools and plans reflecting leading practices in higher education.
• Manage the development and implementation of PI annual manpower plan in coordination with PI different Divisions and Departments.
Responsibilities - Organization Development Head
• Ensure the implementation of the organization development and classification policies and procedures.
• Manage organizational development and classification efforts in terms of organizational structuring, roles and responsibilities design, competencies development, and manpower planning.
• Develop policies and procedures that are related to organization development and classification in order to ensure consistency and professionalism.
• Oversee the implementation of the organization development initiatives while working closely with the various Division and Department Heads across PI.
• Advise Management on change and organizational development requirements in order to meet the business objectives of PI.
• Manage continuous changes and enhancements that occur to organization design comprising of functional structures, functional statements and positional structures while ensuring alignment to PIs organization design principles.
• Manage the development and update of PI job descriptions and competency framework in coordination with PI different Divisions and Departments.
• Manage the development and application of manpower tools and plans reflecting leading practices in higher education.
• Manage the development and implementation of PI annual manpower plan in coordination with PI different Divisions and Departments.
November 2010
To November 2010
A/Performance Management Adviser
at The Petroleum Institute
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Education, Training, and Library Job Role: Management November 2010 - November 2010 Responsibilities
• Key Adviser to the Senior Vice President - Administration and Support regarding strategy implementation and performance of the division. Tasks involve establishing departmental objectives, and consistently monitoring performance vis.-a-vis. objectives and KPIs.
• Assisting SVP in defining the mission and purpose of Administration Support function and ensuring that it is propagated down the departmental hierarchy and across operational plans so that PI students, faculty and staff are provided quality support services.
• In partnership with the SVP, formulating the divisions strategy and policy which will benefit the university, and aligning it with the overall PI strategy.
• Advancing departmental vision and bolstering operational efficiency by implementing departmental strategies and plans.
• Monitoring resource deployment and budget spending (for financial and staffing budgets), identifying
variances from the forecast budgets and plans, and bringing these to the notice of senior management.
• Overseeing the business planning process to support the strategy for PI in conjunction with PI faculty and staff.
• Establishing and measuring all KPIs in conjunction with the senior support staff as an effective performance management tool.
• Leading periodic performance review along with senior management and faculty, identifying performance gaps, generating reports and recommending remedial measures to bring back the performance on track.
• Implementing risk control measures as part of the Universitys risk management framework.
• Bench-marking global and regional Best Administration Support practices which are followed by top-tier institutions; replicating those practices in the company.
• Collaborating with IT Manager to establish MIS; designing and implementing appropriate evaluation and quality assurance strategies.
• Key Adviser to the Senior Vice President - Administration and Support regarding strategy implementation and performance of the division. Tasks involve establishing departmental objectives, and consistently monitoring performance vis.-a-vis. objectives and KPIs.
• Assisting SVP in defining the mission and purpose of Administration Support function and ensuring that it is propagated down the departmental hierarchy and across operational plans so that PI students, faculty and staff are provided quality support services.
• In partnership with the SVP, formulating the divisions strategy and policy which will benefit the university, and aligning it with the overall PI strategy.
• Advancing departmental vision and bolstering operational efficiency by implementing departmental strategies and plans.
• Monitoring resource deployment and budget spending (for financial and staffing budgets), identifying
variances from the forecast budgets and plans, and bringing these to the notice of senior management.
• Overseeing the business planning process to support the strategy for PI in conjunction with PI faculty and staff.
• Establishing and measuring all KPIs in conjunction with the senior support staff as an effective performance management tool.
• Leading periodic performance review along with senior management and faculty, identifying performance gaps, generating reports and recommending remedial measures to bring back the performance on track.
• Implementing risk control measures as part of the Universitys risk management framework.
• Bench-marking global and regional Best Administration Support practices which are followed by top-tier institutions; replicating those practices in the company.
• Collaborating with IT Manager to establish MIS; designing and implementing appropriate evaluation and quality assurance strategies.
February 2008
To October 2009
Team Leader - Database Administrator (HR-MS)
at Adnoc Distribution
Location :
United Arab Emirates - Abu Dhabi
Company Industry: Oil/Gas Job Role: Technology/IT August 2006 - October 2010 Designation Chronology
• October 2009 - Oct 2010, Team Leader - Database Administrator
• February 2008 - Oct 2009, Analyst
• Aug 2006 - Feb 2008, Designer
Highlights
• Ranked first in Abu Dhabi Science Engineer Fair 1997.
• Recipient of appreciation letter from ADNOC Distribution HR 2007.
• Topped globally in a programming language 2006 - Top-10 Microsoft Helpers 2007.
• Oversaw various IT related activities in the HR department ensuring effective IT support to HR.
Responsibilities Team Leader - Database Administrator (HR-MS)
• Involved in preparation of project plans, drafting scope of work including budgets and resource requirements.
• Optimized resource utilization and ensured compliance to project SLA parameters through task allocation to team members.
• Generated/ updated various status reports for the senior leadership team and other stakeholders.
• Rendered post implementation project support based on requirements. Analyst (HR-MS)
• Involved in identification/ translation of business requirements for development of customized solutions.
• Designed/ implemented system roadmap and prepared database workflow.
• Liaised with third parties for seamless implementation of project. Designer (HR-MS)
• Involved in designing of systems, processes, workflows, website templates, interactive media, corporate logos, and brochures including interactive tutorials on system usage.
• October 2009 - Oct 2010, Team Leader - Database Administrator
• February 2008 - Oct 2009, Analyst
• Aug 2006 - Feb 2008, Designer
Highlights
• Ranked first in Abu Dhabi Science Engineer Fair 1997.
• Recipient of appreciation letter from ADNOC Distribution HR 2007.
• Topped globally in a programming language 2006 - Top-10 Microsoft Helpers 2007.
• Oversaw various IT related activities in the HR department ensuring effective IT support to HR.
Responsibilities Team Leader - Database Administrator (HR-MS)
• Involved in preparation of project plans, drafting scope of work including budgets and resource requirements.
• Optimized resource utilization and ensured compliance to project SLA parameters through task allocation to team members.
• Generated/ updated various status reports for the senior leadership team and other stakeholders.
• Rendered post implementation project support based on requirements. Analyst (HR-MS)
• Involved in identification/ translation of business requirements for development of customized solutions.
• Designed/ implemented system roadmap and prepared database workflow.
• Liaised with third parties for seamless implementation of project. Designer (HR-MS)
• Involved in designing of systems, processes, workflows, website templates, interactive media, corporate logos, and brochures including interactive tutorials on system usage.
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