Talent Acquisition Manager
Intermational Data Corporation (IDC)
Total des années d'expérience :13 years, 2 Mois
International Data Corporation (IDC) is an American premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets.
With more than 1, 300 analysts worldwide, IDC offers global, regional, and local expertise on technology and industry opportunities and trends in over 110 countries. IDC's analysis and insight helps IT professionals, business executives, and the investment community to make fact- based technology decisions and to achieve their key business objectives.
Main Accountabilities:
Based in Dubai, I lead the talent acquisition for IDC’s operations in the Middle East, Turkey & Africa (META) region reporting into the VP HR - EMEA based in Prague. I handle the complete recruitment lifecycle from job brief to negotiating and extending the offer for all level of roles in the META region.
Achievements:
• Partnered with senior stakeholders to close critical roles, some of which had been open for more than 180 days
• Closed critical roles such as Consulting Director, Sales Director, Conference Manager, Research Manager, and Project Manager etc.
• Closed roles in software, technology, telecommunication and conferences in Kenya, South Africa, UAE, Saudi Arabia, Turkey and Egypt
• Closed 30% of roles with female candidates with zero agency use. Agency use was 30- 50% before I joined.
Ali & Sons Holding Group was founded in 1979 and is an integrated commercial, industrial, and services organization. It operates in multiple sectors including but not limited to O&G, Contracting, Real Estate, Investment Management, Facilities Management, Retail, Transportation and Automotive. The group has more than 5000 headcount across more than 12 different businesses.
Main Accountabilities:
I lead the group wide talent acquisition for Ali & Sons Group and report into the Group HR Head while leading a team of 5. Ali & Sons has embarked on a transformation journey and is revamping its internal systems and processes. My role is to lead the TA transformation and develop systems and processes that will take Ali & Sons TA to the next level while recruiting for business critical and senior level roles.
I am essentially standing up the TA function from ground up as our current practices and processes are outdated. I am optimizing processes, reviewing forms and policies, creating SLAs, and defining metrics. I am also responsible for recruitment vendor management.
I also represent HR on two critical organization wide projects: Lean Six Sigma and ERP selection and implementation. For LSS, we process mapped our current and future states to eliminate waste and improve efficiency. I have been nominated to represent HR and have been trained up to LSS Yellow belt level and am undertaking multiple process improvement projects. I will also be the bridge between HR and LSS team.
We are also evaluating vendors to be our ERP partner and I am representing HR on this project as well. My responsibility is to define HR requirements and evaluate the ERP vendors’ ability to meet those requirements. Since we will be using our new ERP for the foreseeable future, it is imperative that we do proper homework and select the best available option that is not only cost efficient but also meets the organization’s needs.
Achievements:
• Created and standardized various recruitment related email templates that include but are not limited to regret email, invitation for interview email, offer email, reference check email etc. I also created a standard job-posting template that is being used to post all our jobs on LinkedIn.
• Closed critical niche and senior level roles including 2 C-suite roles.
• Created recruitment tracker and a monthly dashboard that is updated live. This was
not happening before which means recruitment’s performance was not being tracked.
• Creating an internal job posting framework and policy along with the necessary infrastructure to ensure it is done fairly and consistently. Currently there is no framework
and jobs are not being posted internally.
• Developed a New Joiner Induction Program from scratch that will include boarding, on
boarding and post boarding. This is a complicated project and involves multiple
stakeholders.
• Since we don’t have an ATS right now, with the help of the IT team, I am developing a
makeshift solution to track the status of live positions. This is modeled on the IT ticketing
system where a request is raised and monitored till resolution.
• Assessed and recommended a vendor to be used for conducting psychometric
assessments for mid-management roles and above.
• Assessed vendors that administer job-related skills test. Selected vendor will be used
group wide. Currently tests are done either offline or through different vendors.
The Al-Futtaim Group is a large conglomerate based in Dubai, UAE. The group was founded in the 1930s and expanded rapidly in the 1940s and 1950s becoming an integrated commercial, industrial, and services organization
Main Accountabilities:
I was a part of the Group TA function managing the Construction, IT and Digital & Technology verticals across Middle East & Africa. I was also a part of a team focusing on special projects to take TA to the next level by incorporating the latest recruitment technologies.
I was hired as a TA Business Partner to focus on the MEP Engineering vertical but from day 1 did more than my job remit and acted as a fire fighter and moved to wherever the business needed urgent support. In doing so, I supported engineering, technology, finance, education, construction, and IT functions. I was the only member of the TA team who supported multiple businesses as all other businesses had dedicated recruiters.
I worked with senior business stakeholders including C - suite executives across MEA to understand their TA needs and formulate operational as well as strategic recruitment plans and strategy to ensure the business’ hiring needs are met efficiently and on time.
Achievements:
• Al Futtaim had embarked on a digital journey with various transformation projects going on putting the IT and technology functions at the front and centre of the organization that needed special attention. I was made responsible for the group wide IT, Tech and Digital recruitment and dealt with senior stakeholders to fill technical and niche technology positions.
• Al Futtaim Construction was in the process of merging into the larger Al Futtaim group and needed coordination and support from the group during that process. I was appointed the key point of contact and bridge between the two organizations and handled all recruitment requirements for the business.
• I was part of the team working on digitizing recruitment at Al Futtaim and vetted and implemented gamified psychometric assessments, AI powered video interviews and multiple other technologies geared to streamline the recruitment processes.
Parsons Corporation is an American technology-focused defense, intelligence, security, and infrastructure-engineering firm headquartered in Centreville, Virginia. The company was founded in 1944. Parsons has more than 16, 000 employees across 24 countries.
Main Accountabilities:
I was part of four different multibillion dollars projects with Parsons. I started off on Riyadh Metro project, and was then moved to King Salman Shipyard and SPARK Industrial City projects in Al Khobar. I was moved back to Riyadh to help with the Waad Ashamal industrial City project. During all my assignments, I was the lead recruiter and led a team of 2-5 recruiters.
Achievements - Waad Ashamal Project:
• Hired the core leadership team of senior managers to support project start-up.
• Developed the compensation structure for the project in coordination with the project
leadership and finance dept.
• Supported the Business Development team with future bids with the same client.
Achievements - King Salman Maritime Yard & SPARK Projects:
• Planned and participated in ‘Wadayef’ Job fair held from 25-28 Oct 2017 at Dhahran Expo. The initial approved budget was SAR 100, 000 but was later reduced to SAR 45, 000. Planning included coordinating with the following stakeholders:
o Parsons US to advertise on the corporate website and social media platforms such as Twitter and LinkedIn.
o Parsons UAE to design the newspaper advert as well as the banner to be displayed in the booth. Also, to obtain branding materials such as fliers, magazines, and brochures in both English and Arabic.
o Parsons Saudi HQ in Riyadh to have various vendors registered, approved, and paid on time.
o Advertising agency to run newspaper advert, print booth banner and select a souvenir to be printed with Parsons Logo.
• The recruitment event was in budget and yielded excellent results. Parsons collected more than 2, 000 CVs; most of them were Saudi fresh grads. I made a presentation to the Aramco Project Management Team (PMT) on the effort and result of the event.
• Developed Job Descriptions for more than 25 positions for the design package of the project.
• Focused on and filled multiple critical positions such as Interface Manager, Construction Manager-Constructability, Contracts Manager, Operational Excellence Specialist etc.
• On SPARK, I filled more than 40 design and site positions in record time. The client appreciated Parsons’ efforts and the rapport built was one of the factors in Aramco changing the contract type to lump sum and allowing off-site billable employees
Achievements - Riyadh Metro Project:
• Filled multiple critical ‘hard to fill’ rail systems related positions that had been vacant for a prolonged period. Also helped the team with their difficult positions by discussing and formulating sourcing strategy.
• Designed and executed a remote recruitment campaign in India, Philippines, and Pakistan to hire more than 100 Inspectors in various engineering disciplines such as civil, mechanical, electrical, telecoms etc.
• Reviewed and improved the on-boarding process; updated the ‘New Employee’ handbook and streamlined the induction process. Created a ‘New in Saudi’ handbook for new employees to familiarize them with the laws and culture of Saudi Arabia.
• Trained the team on various sourcing techniques to target passive candidates such as Boolean and social media recruiting using LinkedIn, Facebook etc.
Sunbulah Group is a food manufacturing organization specializing in the frozen foods category for meat and pastry and bakery products. It has a distribution network spread across the Middle East and an annual turnover of more than SR 2 billion.
Main Accountabilities:
I was In-charge of recruitment & talent management functions and led a team of two HR Specialists, one Recruitment Officer and reported into the HR Director.
I was responsible for Talent Acquisition and Management for the Supply Chain function of the company that also included the three production plants. Meat and Pastry plants produced frozen products while Honey plant produced a market leading honey brand
Achievements:
• Closed 123 positions in a calendar year with four director level positions. Directors’ reported into the CEO with an impact of more than SAR 850 million.
• Developed & implemented the Graduate Training Program (GTP) increasing the retention percentage of fresh grads by more than 24%.
• Partnered with technical institutes and sponsored bright young Saudis in selected academic programs critical to business success. The students will spend two years at Sunbulah Group after graduation and will be put through an Accelerated Learning Program (ALP). The program was specifically designed for skilled candidates without a bachelors’ degree.
• Launched the ‘Sunbulah Training Academy’, an online internal learning portal and developed training plans in collaboration with the department managers.
Abbott Laboratories is an American multinational pharmaceutical company with more than 72, 000 employees worldwide and revenues more than $20 billion.
Main Accountabilities:
I was the sole Talent Acquisition resource in KSA and had a direct reporting line into the TA director in UAE with a dotted line into the General Managers of four different business lines. I was responsible for the complete recruitment lifecycle and hired across all business functions for all level of positions.
Achievements:
• Launched the employee referral program and increased the employee referral hires percentage from 7% to 23% of total hires in six months.
• Led and implemented the initiative of hiring female medical representatives for the Abbott Nutrition division which focuses on baby food. In collaboration with the regional team in the UAE, came up with a Back to Work (BTW) program to facilitate female employees. We introduced day care, paid transportation as well as flexible working hours.
• Entered into partnership agreements with three pharmacy colleges in Saudi Arabia and secured ‘first look’ rights to their graduates by offering more competitive benefits than the competition such as hardship allowance for remote regions.
Various HR roles in Pakistan in the BPO industry in different areas of HR including TA, TM and ER,
Masters in Human Resources Management
Le lien a été supprimé pour non-respect des conditions d'utilisation. Veuillez contacter l’équipe d'assistance pour plus d'informations.