Hind Taha

Key Responsibilities & Achievements
•Cooperated with the Talent Acquisition Manager and talent acquisition team to optimize the talent acquisition strategies, candidate selection & communication, talent pool, quality of hire, employer brand and time to fill leadership and operational positions.
•Streamlined and restructured a total of (28) HR processes related to workforce planning, talent acquisitions, onboarding & offboarding, internal mobility, succession planning, reward & benefits, attendance, leaves, performance improvement and HRIS management processes to optimize performance, efficiency, and Emiratization.
•Led the Career Center project, a project aimed at providing employees with the tools and knowledge to support their career advancement in the RTA at one platform through internal vacancies, career pathways, promotion, transfer, and online learning & development programs.
•Conducted benchmarking studies to monitor and analyze lasted people & culture trends to improve talent acquisition, onboarding & orientation, talent retention and development.
•Liaised with the RTA's business units to identify the Human Resources risks related to talent supply, talent selection recruitment, talent management & retention and implemented risk mitigation plans.
•Championed the periodic HR audit on the HR sections to assess compliance with the employment laws & regulations, HR sections' responsibilities & KPIs of recruitment & talent acquisition, onboarding & offboarding, internal employee mobility, talent management, performance management, L&D, and employee communication and grievance.
•Conducting analyses of employee data to determine areas for improvement within the RTA.

Key Responsibilities & Achievements
•Managed end-to-end recruitment cycles from reviewing and drafting job descriptions, job advertising, sourcing candidates, interviews, background checks, employment offers and new joiners onboarding.
•Collaborated with the DHA officials regarding the appointment, promotion, and contract renewal of Adjunct clinical faculty.
•Supported the recruitment of Dubai Medical University hospital workforce.
•Coordinated with the PRO to ensure that immigration activities related to employee onboarding and offboarding were completed on time.
•Coordinated with the hiring departments to provide new joiners with a smooth and seamless onboarding experience.
•Managed the day-to-day HR operations, attendance, leaves, employees' status change, employee communication, payroll & benefits, employment certificate, grievance, health insurance, and visa renewal.
•Developed and implemented new HR policies to comply with MOE regulations.
•Reformed the performance management system to include self-rating and professional development plans.
•Provided guidance to employees & HODs on best people management practices, UAE employment legislations.
•Developed the annual workforce and learning & development plans of the college.
•Maintained and updated employees' data in digital and physical files.
•Developed HR Data reports to provide insight for the college management and the MOE on key HR metrics.

Key Responsibilities & Achievements
•Supervised the HR Operations implementing best HRM practices in sourcing, recruitment, onboarding, employee status change, payroll, pensions & social security, health insurance, and offboarding to achieve business goals.
•Developed and implemented time efficiency and cost-cutting recruitment strategies to meet the expansion in production and maintained a diversified talent pool.
•Provided counselling and guidance to managers and employees on people programs, policy and procedures, labor laws, performance management, talent management grievance & conflict resolution, change management, and diversity.
•Supported in the preparation of recruitment & annual workforce plan & budget by collecting the business units workforce needs and advised managers on the approved workforce plan and budget.
•Advised the development of a technical apprenticeship program to fill the shortage of technical talents and assisted in affiliating with external partners.
•Developed a new skills matrix to enable line managers to identify skills gaps, learning and development needs.
•Championed the implementation of Dal Food People strategic projects & initiatives: HR shared services, talent review for succession planning, new performance management system, employees' engagement survey, and employee relations events.

Key Responsibilities & Achievements
•Performed extensive 360 recruitment cycles for various position levels starting from job requisition approval, Ad placement, candidates sourcing & screening, contract, onboarding till confirmation in service.
•Established and maintained solid working relationships with hiring managers to determine best-fit candidates and coordinated applicants screening & assessment, technical assessments, and interviews.
•Prepared employment documents such as job offers, contracts, appointment letters, and required employment checklists, coordinate the pre-employment checks, and conducted background checks.
•Coordinated with the hiring units to provide new joiners with a smooth and seamless onboarding experience.
•Maintained and updated employees' records in HRIS and physical files including personal information, leaves, violations & penalties, salary breakdown & benefits, and status changes in promotion, transfer, and end of service.
•Delivered and refurbished the induction program to incorporate the organization's culture, engage, motivate, and boost the morale of new employees.
•Revamped and revised the job descriptions to source and recruit the right talents.
•Reduced employee turnover cost by advising line managers on labor laws.
•Reduced the turnover rate of the sales employees by 40%.
•Championed the implementation of the new HR systems "Cascade" and "Dal-Pay."
•Developed and distributed comprehensive HR reports to business units on key HR Data; new joiners, promotion, transfer, turnover, leaves, violations, and learning and development.