مارك شفيق

• Developed the recruitment strategy within UAE, which led to a remarkable improvement in employer branding & awareness
• Defined a diversity target that increased employee engagement, work productivity and increased our customers universe and strengthened our market approach
• Created & developed the recruitment process supported with all the required tools (i.e. staff requisition forms, Job descriptions, internal & external vacancy announcement template, interview evaluation form, phone screening form, etc.)
• Introduced & embedded the psychometric assessments tool & case study assessments to the recruitment process for key positions
• Lead the process of identifying key positions, mapping the talent pipe line and resourcing the required talents if the position to be filled externally or develop the internal talent in collaboration with line manager
• Re-invented a recruitment tracker and recruitment balance score card to be shared with senior leadership on monthly basis
• Planed, coordinated & conducted various career fair events, career development seminars for fresh graduates
• Increased the number of universities BRF are partnering with, which exposed us to bigger & wider talent pool
• Synchronized the L&D and talent acquisition strategies, tactics & processes
• Led the project of aligning & organizing the on-boarding process of new hires partnering with our PRO team and employee services and key stakeholders
• Partnering with HRBP led the project of re-writing company’s Job Description across the MENA region
• In collaboration with global learning & development team, led the project of standardizing and developing the on-boarding training material and tools globally
• Designed & facilitated the Behavioral Based Interview training & Recruitment Process orientation to all supervisory levels across the organization in the UAE
• Created and introduced the “Coaching for Performance” program, which intends to create a healthy coaching culture and high employee engagement that leads to higher productivity/performance
• Act as focal point for all performance management related matters within UAE operation (i.e. setting KPIs, deployment and tracking of yearly targets, etc.)

• Established the L&D strategy based on deep analysis of current situation & solid understanding about organization’s strategy
• Set the learning & development yearly cycle across MEA region (i.e. LNA, PDP, yearly training calendar, budget setting, etc.)
• Introduced & embedded the 70:20:10 development model in the performance development plan which was embraced as global best practice and the PDP form I developed became the main one used globally
• Designed and implemented the “BRF Sales Academy” across MEA region which also got recognized as global best practice and now being implemented globally
• Created Learning Library that consists of various training material that was designed by myself or with help of external vendor to be used across the region
• Act as the focal point & reference for Learning & Development activities across the region
• Launched the L&D tool box, that offers tools to effectively measure the impact of training and development activities and also all required templates (i.e. training calendar, LNA survey form, PDP, PIP, etc.)
• Introduced the Trainers network concept in BRF, which required from me to design and facilitate Train The Trainers programs
• Worked closely with global L&D team to launch BRF’s first Learning Management System (LMS)
• Lead the Management Trainee Program (fast tracking program for fresh graduates
• Introduced Internship program across the region

• Scored 100% 4 times in a row in Quality Assurance audit which was recognized as best in class L&D adherence globally
• Coordinates property compliance training programs such as CPR, First Aid, Fire Fighting, Food Handling, etc.
• Ensures participants receive the appropriate property and company orientation, understand program materials and build relationships with property leadership team.
• Promotes and informs employees about all training programs
• Uses effective training methods to ensure employees have a good understanding of guest satisfaction and can demonstrate guest satisfaction skills
• Administers and delivers core training initiatives in compliance with corporate training and development standards.
• Ensures adult learning principles are incorporated into training programs
• Coaches managers to enhance own performance and to improve the performance of employees
• Develops and maintains an annual or quarterly training calendar & training budget
• Tracks key business indicators (employee and guest satisfaction, retention and financial results) to determine the effectiveness of current training and development programs
• Led and maintain the LMS in the property

• Arranging and conducting sales viewing
• Progression of agreed sales
• Negotiation
• Cross selling finance and conveyancing services
• Building rapport with both vendors and buyer