Senior Manager HR Business Growth Partner
PTCL Group - Etisalat
Total years of experience :14 years, 6 Months
▪ Partnered with business leaders and centre of expertise to develop and execute HR strategies focused on talent acquisition, talent management, Succession Planning performance enhancement, learning & development, organizational design & effectiveness, workforce planning, position criticality, employee retention and employee engagement.
▪ Revamped the entire talent system and each stage of the employee life cycle and crafted integrated solutions that were thoughtful and reinforced by upstream and downstream talent programs
▪ Translated business priorities into highest impact work by helping business leaders look around corners with data-driven dashboards and reporting for insights and recommendations that improved performance, retention, employee engagement and the overall employee experience.
▪ Provided necessary consulting support and took proactive steps to enhance the growth of a performance enhancement culture through continues feedback and coaching. This included, but not limited to, consultation on performance enhancement issues, fostering a learning environment, and influencing leadership on appropriate rewards and recognition functions for employees.
▪ Designed, developed and implemented latest talent management programs and processes and improved depth, quality, and engagement of talent across the organization, including development and management of talent profiles, career paths, competency models, assessment tools, diversity, organizational change framework, and team effectiveness tools.
▪ Implemented multiple talent management frameworks related to performance management, critical position identification, talent reviews, succession planning, growth opportunities and alignment with learning and development offerings to enable outstanding organizational, team and employee/business performance.
▪ Designed, develop and manage cultural transformation strategies and interventions with core and consistent elements that drive towards delivering on the strategy yet are tailored and impactful for different areas and audiences across the business.
▪ Aligned & implement Talent Management Processes and identified & segregate internal talent. Rolled out Talent Review Processes & determine Organization’s talent maturity. Design Individual Development Plans/ Programs & ensure roll out in the Organization.
▪ Designed implement & roll out Competency Models & Frameworks catering to Leadership & Functional/ Technical requirements of the Organization. Rolled out Capability Assessment Processes & determine competency Gaps.
▪ Data analysis, reports, and insights in connection to different Talent Management Process.
▪ Designed learning and coaching programs to help retain fully engaged and talented teams. Designed & rolled out HIPO Retention & Engagement Interventions. Actively drove process for developing corporate values, vision, and mission by standardizing consistent understanding across the organization.
▪ Design and implement a comprehensive talent acquisition strategy
aligned with the company's objectives and growth plans.
▪ Lead, mentor, and develop a high-performing talent acquisition team
across different regions, ensuring alignment with company goals and
values.
▪ Develop an Employer Branding strategy and drive initiatives to enhance
employer branding and create a positive candidate experience throughout
the recruitment process.
▪ Lead entire recruitment lifecycle, exploring avenues for automation,
digitization, and streamlining.
▪ Position TA as a strategic advisor to business leaders on talent-related
matters. Collaborate closely with internal stakeholders, including HR
Business Partners, hiring managers, and senior leadership, to understand talent needs and align recruitment efforts accordingly.
▪ Establish key performance indicators (KPIs), utilize data and analytics to track recruitment metrics, measure the effectiveness of talent acquisition efforts, and identify areas for improvement.
▪ Champion diversity, equity, and inclusion initiatives within the talent acquisition’s remit, ensuring diverse candidate slates and promoting an inclusive hiring culture.
▪ Liaised with Head Quarters in Kenya and Regional Office in Japan in recruitment of long- term and short-term expatriates and host country national professionals.
▪ Determined current staffing needs and produced forecasts. Assisted in designing talent hunt strategies and implementation of placement programs.
▪ Identified and sourced hard-to-find passive talent specially identified critical positions, using different channels such as LinkedIn, job boards and other social media.
▪ Developed strong partnerships with head-hunters and academia for branding employer as the best choice for people.
▪ Tracked key recruiting KPIs, including turnaround time to fill and source of hire. Analyzed hiring data and consolidate monthly reports / dashboard.
Master in Business Administration