Recruitment Manager
Etihad Airways
مجموع سنوات الخبرة :27 years, 2 أشهر
Reporting to VP - Talent Acquisition, my role is to manage “International” and “Commercial” recruitment. This involves hiring around 100 staff per month in over 50 different countries within the Finance, Commercial and Operations divisions, managing two teams - a total of 12 staff (Including 6 Recruitment Managers).
• Devising recruitment plan, setting and reviewing appropriate strategies for the varied vacancies.
• Conducting HR “Due diligence”, planning recruitment activity, onboarding and training for new locations - over 20 since I joined. (Like setting up a new company in each new country)
• Developing team of experienced Managers and Officers.
• Introducing use of psychometric testing for all Manager roles across the company
• Ensuring shortlisting and joining processes are followed to a consistent standard
• Leading interview panels for senior roles and on overseas recruitment drives
• Organising and leading approx. 20 overseas recruitment events per annum in all continents
• Online and media advertising strategy, personally reviewing print advert content
• Managing complex internal client relationships with Division SVPs, VPs and Snr Managers.
• Supervising the offer to joining process - we hire in 50 different countries, each with different contractual terms, benefits and contract wording in multiple languages
Qatar Airways is one of the World’s leading Five Star airlines. It flies to over 100 destinations worldwide, employing over 18000 staff in its various Group companies and was voted ‘Airline of the Year’ in 2011.
Reporting to SVP - HR and Training, my role is to manage recruitment for 3 areas within the Qatar Airways Group (QAG).
1) Customer Service functions at Doha International Airport.
2) QAG’s largest subsidiary company - Qatar Aviation Services, the sole ‘Ground Handling Agency’ at Doha International Airport.
3) QAG’s 3 other subsidiary companies in Doha. (Catering Company, Duty Free Shops and other non-airport Retail Outlets)
These areas represent a total headcount of over 7500 staff. My role involves managing a team of 8 Recruitment Officers, my role is to deliver on ambitious recruitment targets. So far this year we have hired over 1600 staff, with minimal reliance upon recruitment agencies. This role involves the full recruitment lifecycle:
• Planning recruitment drives in at least 15 countries each year
• Online and media advertising strategy, personally reviewing print advert content
• Managing complex internal client relationships with Division SVPs, VPs and Snr Managers.
• Measurement of recruitment process effectiveness via metrics
• Conducting mass recruitment events - typically we interview 300-400 people in 3 days
• Regular strategic follow up on visa processes for groups of candidates
• Manpower planning and review against budgets
• ‘Onboarding’ of approx 150 people per month
• Personally recruiting for vacancies such as Customer Service Manager, Training Manager, Snr Safety Manager, ORAT Manager, Project Manager.
• Internal recruitment advertising and selection in a highly politicised environment
• Delivered internal Interview Skills Training courses.
Role: Talent Acquisition Head
My role involved overall strategy and management of a team of recruiters to deliver on Mercer’s staffing requirements in India. It also included development of the Internal Job Posting programme to help develop our internal staff to become Managers. I joined as the 2nd employee and was tasked with building a team that could deliver on the plans to hire 1100 people within 2 years. In this role I contributed significantly to the company’s growth in India, setting company policies and strategic direction in both recruiting and HR.
• Designed recruitment strategy and all end to end recruitment process flows,
• Set up initial PSL by screening potential vendors for IT and Operations parts of the business.
• Implemented use of ‘Taleo’ - recruitment database, to keep a databank of candidates for
available roles
• Ran DiSC workshops to help develop Managers’ skills across Operations.
• Designed reward programmes, set compensation strategy during the set up
• Personally responsible for hiring senior positions such as CCO, Quality Leader etc.
• Delivered internal Leadership Development Training courses.
• Designed and implemented extensive Excel recruitment reporting
• Conducted initial research and designed the Induction and Orientation Training programme for new starters
• Managed a project to create consistent job descriptions for all roles
• Took on additional value adds within the organisation, as a member of the Executive Committee. Such as setting up food, social and fun committees within the organisation
• Developed referral, relocation and Internal Job Application policies and procedures
• Weekly liaison with colleagues in USA, Canada, UK and Australia
• Handled HR independently during the set up to support the business
• Wrote the contractual terms and conditions for employment and vendor contracts.
• Travelled to USA to help transition Mercer ‘culture’ to India
Country Head (based in Delhi) Contact is a niche IT Recruitment firm, and I had a team of 12 people reporting to me. The role involved Business development, training and motivating staff and negotiating with clients. I also recruited for senior positions personally.
HR Manager
• Generalist for 3 main business groups, Institutional Operations, Process Improvement Area and Projects (Approx 150 staff in total)
• Regularly consulted with Senior Managers and Directors on restructures, HR Processes and Legal advice.
• Ran redundancy consultations for 3 teams, a total of 40 people, attempting to redeploy all affected. I am proud that only one person was made redundant.
• Ran DiSC workshops to develop Asst Manager to Senior Manager population
• Day-to-day HR Support including conducting exit interviews and investigating reasons for attrition (and methods of preventing), coaching Managers to effectively conduct Disciplinaries, hear and investigate Grievances.
• Design and Development of Graduate Recruitment Programme, including Group Assessment Exercises and allocation/review of Projects for the successful candidates.
• Rollout of salary review, including comparing data across 3 surveys all on Excel, across UK, Europe and India to tight deadlines
• Project to rollout mentoring across all Back office Operations areas for Managers and above.
• Redesigning and relaunching www.fidelityrecruitment.com, Fidelity’s Global recruitment website.
• Designing and delivering Appraisal, Interview skills and Induction training across 3 locations.
Recruitment Manager - Fidelity India Office Nov 2002 - June 2004
• Originally a 3-month assignment to hire initial groups of 20 Admin staff and 10 Customer Service Agents.
• Developed into an HR role, involving working closely with Call Centre and Operations Leaders. Specifically with regards to: Performance Improvement Plans, Disciplinaries, Career discussions and Managing sickness absence.
• Ran a project to design Internal Management Development Training Courses and implement at the same time as Internal Job Posting Process
• Customised and Delivered initial Induction training to all 300 employees
• Monitoring and setting in place procedures to control Attrition.
CIPD Qualification in HR equivalent to MBA in HR
2:1 Honours Degree in Economics and Accounting
