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WSP is the world's leading professional services company serving transportation/infrastructure, energy, environment, property/buildings sectors.

Brought on board as a trusted partner to executive leadership to lead the HR strategic planning and help align the organization’s people strategy with the business strategy across 10 key projects and affecting 1K+ employees. Spearhead the implementation of a forward-looking HR platform designed to support corporate growth, identify and mitigate risks, deliver on corporate goals, and drive the brand’s culture enterprise-wide in collaboration with the People & Workplace department head.

My four areas of focus include:

• Build professional relationships with employees, project leads, and business leaders across the region, offering strategic advice to senior leadership, coaching managers on best practices, and providing resources to build abilities to support growth strategies.

• Identify opportunities to improve HR processes and systems to enhance performance and efficiencies and deliver a high-level employee experience.

• Prioritize employee engagement and retention initiatives through close data analysis to identify trends.

• Assess the company’s talent management strategy, identify gaps, and implement career trajectory solutions to open opportunities for employees to reach career goals, retain key talent, and support the business objective.

Air Products and Chemicals, Inc. is an international corporation and a global leader whose principal business is selling gases and chemicals for industrial uses.

My primary responsibility is to work closely with the business leaders, the HR function, and front-line leadership to drive the development of a cohesive talent plan that delivers on the company's business objectives, ensuring consistently high performance across the company workforce, and a healthy talent pipeline that meets the current and future needs of the business.

My three areas of focus include:

• HR EPC Project Experience which requires coordinating with various departments to provide the basic HR services for recruiting, training, benefits management, safety enforcement, and other incentives.

• HR M&A Experience with responsibility for leading and managing due diligence, integration planning and implementation for companies being acquired, or recently acquired.

• HR Project Management Experience involving the planning, managing, and monitoring of projects from initiation through implementation, including scope, changes, risk and quality. I also act as primary project contact to establish key stakeholder requirements and project objectives.

When providing HR services over a broad geographic area it is necessary to
manage local benefits specific to the country including medical, pensions, company cars, transport allowances, etc. ensuring competitiveness on the market, compliance, and administration process efficiency.

Gates Corporation is a manufacturer of power transmission belts and fluid power products, which are used in diverse industrial and automotive applications.

I was responsible for a broad range of HR responsibilities, I managed the transformation and implementation of policies and procedures across the entire MENA region to ensure compliance with varying local labor laws.

Among my accomplishments were an initiative to achieve government-mandated localization rates, increasing Saudi staff by 10X through targeted recruitment efforts and employment brand building.

Additionally, I created and executed a university recruitment plan, delivering presentations at local universities to drive in new, young talent and establish the company as an employer of choice among new graduates

Chalhoub Group has been a leading partner for luxury across the Middle East for over 60 years. By blending their Middle East expertise, deep understanding of the local customer, and intimate knowledge of luxury, they have become a leading provider of luxury items in the region.

I was responsible for aligning our HR goals and initiatives to employee relations strategies, policies, and processes through cross-functional collaboration and design of ER strategies.

As the company’s first female employee, I was charted to drive efforts to recruit women across various roles and within four years women made up the majority of the company’s staff. I was also able to decrease turnover from 90% to 50% with the establishment of a stronger employee-centric working culture