أحمد الجريري

• - Led full-cycle HR operations in support of Talabats 3PL logistics model, including
recruitment, onboarding, and daily HR coordination for thousands of riders.
• - Developed and executed national HR hiring campaigns tailored to meet fluctuating
demand in delivery operations.
• - Managed field coordinator teams responsible for quality assurance, rider training sessions,
and compliance checks.
• - Implemented scalable HR practices to support Talabats evolving manpower plans, working
closely with operations and regional leads.
• - Designed HR frameworks for fleet training, performance monitoring, grievance handling,
and incentives rollout.
• - Led strategic HR projects including compensation restructuring, shift-based hiring models,
and SOP development for delivery operations.
Key Achievements

Responsibilities:
 Led HR functions including recruitment, onboarding, training, performancemanagement, and separations.
 Ensured compliance with Jordanian labor laws and company policies.
 Managed the recruitment cycle, conducted market research, and coordinatedexternal talent acquisition resources.
 Oversaw the entire employee life cycle from hiring to separation, includingsalary negotiations and contract management.
 Payroll Management, supervised accurate data entry into HR administrationsoftware, ensuring timely and precise salary payments
 Managed HR projects related to recruitment, training, and performance evaluation.
 Conducted market research to inform recruitment strategies and managed external talent acquisition resources.
 Facilitated onboarding processes and provided ongoing support to staff.
Achievements:
Established an HR Department: Founded a comprehensive HR department, aligning functions with organizational objective.
Efficient Recruitment: Spearheaded recruitment and training of over 15, 000individuals for the Talabat Fleet team.
Process Improvements: Implemented innovative HR procedures, improvingefficiency and reducing paperwork.
Business Continuity Amid Pandemic: Ensured seamless business continuityduring the COVID-19 pandemic.

• - Managed end-to-end recruitment, onboarding, and employee lifecycle management for
the local office.
• - Developed employee engagement and retention strategies aligned with Keller Williams
core values.
• - Ensured compliance with labor regulations and maintained accurate employee records.
• - Conducted workforce analytics and created reports to guide strategic HR decisions.