Emi Beredugo

Reporting directly to the Head of HR, the purpose of this role is to develop, transform and align the Recruitment and Onboarding strategy, policies and procedures in line with the company and Group’s strategic plan. As the technical subject matter expert the primary responsibilities of this role are to create strategic and continuous improvement initiatives, as well as managing the end-to-end Recruitment and Onboarding process.

Key Responsibilities Include:

Providing timely and accurate support to the business on HR, Recruitment and Onboarding practice and policy interpretation

Identifying and implementing strategies to standardise, simplify and improve Recruitment and Onboarding procedures

Working closely with colleagues in HR Operations, L&D and Payroll to ensure that HR policies, procedures and processes to ensure their engagement and develop an understanding of where their work may have an implication on HR policies

Reviewing and improving upon all recruitment and onboarding materials, including job descriptions, company presentations, HR templates and company handbooks to meet business needs and to create a consistent level of experience

Designing, developing and maintaining an efficient and cost-effective recruitment process - including current workforce skill assessment, interview and role-specific selection techniques

Training Hiring Managers to successfully recruit and onboard their new hires using the program, tools, and resources available to them

Managing the end-to-end recruitment processes from sourcing, assessment, offer extension through to offer conversion

Ensuring that the mobilisations and all associated supporting activity (visas, flights, transportation etc.) is completed and documented in a timely fashion

Serving as point of contact for new hires between talent acquisition and first day and ensuring all new hires are prepared for their first week at work

Taking responsibility for the applicant tracking system (ATS) administration, including ongoing custom configuration and upgrades. This includes testing, customisation and coordination of internal and external communications

Ensuring that resource requirements are processed in accordance with financial budgetary limitations, the manpower plan and HR policy requirements

Providing regular recruitment status and budget updates to the MD, Senior Management and Group Management team

Preparing and presenting well documented recruitment status and budget reports

Monitoring, ensuring adherence and measuring the consistency of the recruitment and onboarding process and experience to assess effectiveness; modifying as needed

Managing and developing the HR & Recruitment Assistant



Achievements:

Decreased time to hire and reduced recruitment agency spend by 97% in a 5 month period

Improved the recruitment and onboarding process to ensure consistency across the GCC region

Customisation and implementation of the Taleo Applicant Tracking System

Reporting directly to the Festival City Mixed Use Development Real Estate team, the objective role is to work directly with the senior stakeholders to manage and deliver Senior, Director, General Manager and Executive level recruitment campaigns.

This contract role was created to successfully put in place the new senior leadership to support Al Futtaim’s aggressive regional expansion across disciplines including Asset Management, Commercial, Facilities Management, Leasing, Mall Management, Marketing, Procurement, Project Finance, Property Development and Retail.

Key Responsibilities Include:

Leading the development and execution of global talent acquisition executive search programs

Developing and delivering global strategic recruiting strategies and best practices as well as tactical recruiting support for global executive searches

Ensuring that the Talent Acquisition - Executive Search team’s objectives and initiatives are closely linked to and clearly support the company’s 5 year growth plan

Building productive stakeholder relationships at all levels of management to gain the trust as a knowledgeable talent solution provider

Providing market insights regarding the regional and global real estate landscape

Market-mapping to develop a network of qualified professionals for senior leadership roles

Approaching, engaging talent and hiring senior level external talent using direct sourcing models

Enabling effective movement of internal executive talent by focusing on continuously improving the experience associated with the internal candidate process and partnering with the HR Business Partner team

Providing timely and actionable constructive feedback whilst working with the HR Business Partners and Hiring Managers

Partnering with HR to provide a consultative approach to workforce planning

Providing effective talent-related decision support through the use of timely and meaningful data reporting and analysis

Achievements:

Effective sourcing, evaluating, hiring and on-boarding of key executive talent across the Real Estate business
Driving continuous improvement across the Talent Acquisition Executive Search process

Reason for Leaving:

Short-term contract completed

Project:
Rail: Riyadh Metro

Reporting directly to the HR Director, this role requires high level interaction with senior leaders including joint venture board members and senior project team. The objective of this newly created, project specific role is staff the major programme for all three companies involved in the joint venture in an efficient and timely manner. Key responsibilities include talent acquisition client management, partnership with business leaders, system and processes advocacy/consistency, recruitment metrics, and reporting.

Key Responsibilities Include:

Managing and leading a team of Recruiters and the recruitment efforts for the major Riyadh Metro project across all business lines

Leading the strategy and execution of a targeted Nationalization recruitment program

Developing and supporting the high performing project talent acquisition team in Abu Dhabi, Dubai and Saudi Arabia to meet the changing and dynamic nature of recruiting needs

Driving talent acquisition initiatives to support proactive sourcing efforts to eliminate external agency spend

Acting as the central point of contact for delivery partners for internal resourcing and client approvals

Working closely with management and employees across all departments to improve work relationships, build morale, increase productivity and retention

Partnering with key stakeholders when developing talent acquisition strategies, goals and metrics for effective staff planning, internal re-deployment and project mobilization forecasting

Providing training and education to hiring managers on topics such as the recruiting process and interviewing technique to inspire a stronger partnership between hiring managers, HR and the recruiting team

Developing orientation and training programs for Talent Management staff and implementing new training solutions that meet the needs of the project

Designing a mini orientation programs used during recruitment events

Developing an appropriate induction, training and development programs for members of the Talent Management team

Evaluating processes and policies relating to the recruitment while making continuous improvement changes

Streamlining the recruitment process to reduce the time to hire and to ensure a positive candidate on boarding experience

Monitoring and refining recruiting metrics (e.g. positions filled, time to fill, interview to hire ratio, diversity, etc.) for all filled roles

Leading weekly meetings discussing all resource requirements and providing up-to-date information on all internal resources on the project

Understanding the labour market to ensure the project is well positioned to meet human capital needs based on corporate initiatives and the external labour market

Ensuring the team maintains accuracy and adherence to the hiring process using the Taleo Applicant Tracking System

Organising both on and off site local and global recruitment events such as job fairs and interview days

Achievements:

Month on month achievement of recruitment targets for current duration of the project

Successful creating a cross country recruitment team to manage the staffing for all 3 joint venture companies

Reason for Leaving:

The entire HR function is relocating to Riyadh and I am unable to relocate

Reporting directly to both the Regional HR Manager and the MD, I acted as key advisor to the management team on all issues regarding candidate sourcing, attraction and selection across the Middle East.

Key Responsibilities Include:

Leading and directing the recruitment team members to support business and projects objectives of consistent growth in the GCC region

Managing the entire recruitment process including sourcing, interview, candidate selection, reference checking, contract negotiation and on-boarding for local and international hires

Working closely with levels of Business Line Managers, Directors and Country Heads to determine long term strategic hiring needs and to ensure the highest level of service is provided

Performing needs analysing and reviewing organization resources

Developing and maintaining strategies for succession planning and employee retention, career advancement and professional development in partnership with the Line Managers, Directors and Country Heads

Providing advice to the hiring managers regarding HR and Recruitment practices, policy and GCC employment laws

Liaising regularly with key internal stakeholder to understand the workforce needs from a skill level, geography and project perspective

Working with line managers and department heads to formulate job descriptions for key roles and creating a new Job Description Proforma to assist Hiring Managers with creating new job descriptions for niche and/or new positions

Implementing a successful Nationalization recruitment effort in Oman to significantly increase Oman National workforce numbers

Implementing one on one bespoke training to newer Hiring Managers on the recruitment process, e.g. interview technique, offer negotiation

Developing effective candidate attraction sourcing strategies including employee referral scheme, job posting optimization, recruiting marketing channel development and job board procurement to eliminate external agency spend

Developing & implementing new recruitment strategies and procedures to ensure best practice and to improve the efficiency, timescales and to eliminate external recruitment agency spend

Streamlining the recruitment process through the successful introduction of such as reference checking, vacancy authorisation, redesign of regional offer letters and the redesign of HR/Recruitment intranet page

Participating in the orientation sessions for the new joiners in the region

Promoting the new joiner mentoring scheme through the identification, evaluation and selection of suitable mentors throughout the region

Assisting in the investigation of employee relations issues and employee complaints

Providing contractual interpretation and advice to Line Managers and staff

Conducting market research to collect analyse competitor analysis to develop an awareness of market conditions, map the market with potential passive candidates and to develop salary comparisons

Preparing reports analyzing the regional organisational recruitment trends

Working with the HR Manager to develop strategies to manage turnover

Regionally implementing the new applicant tracking system and utilising the system to manage candidate communications

Capturing and reporting the Business Group(s) recruiting metrics through online recruitment system

Managing corporate social responsibility efforts in partnership with local, regional and global charities

Event management for activities such as team building activities, staff days and end-of-year celebrations

Achievements:

100% direct hire of 66 number of employees within time spent in the organisation

Saving the company an estimated 3 million AED in agency spend through direct hires

Reason for Leaving:

Career progression - moved to set up recruitment function for the ground breaking rail project

Creating and developing the desk across the Middle East & London

Bringing on new clients & developing existing relationships to help drive the division forward

Negotiating PSL and vendor contract with potential clients and job boards

Managing all aspects of recruitment from identifying clients, face to face contact, presentation of the agency, taking of recruitment needs and successful placement

Working with HR & line managers to assess & analyse business recruitment needs

Conducting regular follow-up with hiring managers to determine the effectiveness of recruiting plans and implementation

Using a variety of methods to generate candidates including headhunting, database generation, referrals, face to face networking & social media web networking

Providing timely & relevant analysis, advice & support to clients on recruitment methods, salary levels & terms & conditions

Recruiting up to Director level roles across multiple functions

Continuously developing an industry specific candidate database (local and international) through self-generated recruitment efforts, including direct sourcing, head-hunting and referrals

Negotiating pre-offer remuneration with the candidates

Reason for Leaving:

Horizontal career move into an internal recruitment role