Rami Almasri

 Implement the Talent Acquisition strategy to meet organisational requirements delivering quality talent in a timely and cost effective manner
 Ensure achievements of the recruitment KPI’s such as (Emiratization, Diversity, recruitment lifecycle )
 Develops effective recruitment sourcing strategies to build a strong network and pipeline of candidates.
 Analysis the recruitment process performance, prepares the recruitment dashboards, presents dashboards, process and implements changes
 Working with both the business and HR counterparts to determine headcount requirements to devise annual recruitment plans and campaigns
 Responsible for the recruitment of specific management levels against role profiles/job descriptions as briefed by divisions/functions.
 Ensure effective and creative competency-based selection methods are used to ensure quality of new hires meets business requirements.
 Collaborating with Business Heads and Key Stakeholders on planning the monthly and quarterly agenda to ensure effective and efficient deliveries of Talent Acquisition.
 Participate in Career Fairs, University & other related events to promote TAMAS as an employer
 Participate in the Resource Planning / Workforce planning process for the Geography
 Deliver the Talent Acquisition plan, ensuring that the best applicants are selected for each role and that the TA process is conducted efficiently, cost-effectively and in accordance with the organisation's policies and standards
 Deliver a professional, end to end TA service to hiring managers, identifying opportunities to improve selection processes and methods

 Implement the Talent Acquisition strategy to meet organisational requirements delivering quality talent in a timely and cost effective manner
 Ensure achievements of the recruitment KPI’s such as (Emiratization, Diversity, recruitment lifecycle )
 Develops effective recruitment sourcing strategies to build a strong network and pipeline of candidates.
 Analysis the recruitment process performance, prepares the recruitment dashboards, presents dashboards, process and implements changes
 Working with both the business and HR counterparts to determine headcount requirements to devise annual recruitment plans and campaigns
 Responsible for the recruitment of specific management levels against role profiles/job descriptions as briefed by divisions/functions.
 Ensure effective and creative competency-based selection methods are used to ensure quality of new hires meets business requirements.
 Collaborating with Business Heads and Key Stakeholders on planning the monthly and quarterly agenda to ensure effective and efficient deliveries of Talent Acquisition.
 Participate in Career Fairs, University & other related events to promote Tatweer as an employer
 Participate in the Resource Planning / Workforce planning process for the Geography
 Deliver the Talent Acquisition plan, ensuring that the best applicants are selected for each role and that the TA process is conducted efficiently, cost-effectively and in accordance with the organisation's policies and standards
 Deliver a professional, end to end TA service to hiring managers, identifying opportunities to improve selection processes and methods
 Select and manage ongoing relationships with recruitment partners and the RPO partner to ensure the organisation receives high standards of service
 Provide management information for senior HR management & Line management
 Evaluate external labour market conditions and internal employee turnover trends in order to recommend changes to the organisation's TA and reward strategies and adapt existing TA activities to changing market conditions
 Design, develop and maintain the TA process in the organisation (including its description, TA measurement definitions, regular measurement reporting, taking proper actions to close gaps)
 Drive continuous improvement into Talent Acquisition strategies in relation to process, tools

 Implement and monitor the Nationalisation programme (Emiritisation/Saudization) as per organizational objectives and government guidelines.
 Lead the exit interview process and providing analysis of trends to the stakeholders in the business.
 In addition, as part of Central Recruitment Team, supervising recruitment teams and implementing the recruitment strategy in line with the organizational manpower plan.
 Develop proactive talent acquisition pipelines through sourcing channels including recruitment portals, networking groups, social media, referrals, recruitment & executive search agencies as well as advertising in print and electronic media.
 Achieving cost effectiveness in Recruitment by recuding agency spends while focusing on Direct Sourcing and Talent Pooling initiatives.
 Leveraging Applicant Tracking System - ATS (SuccessFactors - Powered by SAP), ensuring all candidates, requisitions and vacancies are processed effectively within appropriate time frames.
 Using contemporary recruitment software like Launchpad, Skype for Business, Microsoft Teams, for Interviewing overseas candidates.
 Collaborating with manpower supply sources/agencies as well as managing Executive Search & Placement firms to ensure availability of quality human resources as per the business requirements of the organization.

 Reduced lead-time of recruitment by 70% and saved AED 200, 000 through design and implementation of recruitment plan.
 Managing the recruitment and sourcing process
 Strategic alignment with all stakeholder on any recruitment needs and based on the hiring plan/future expectation
 Develop recruitment strategies to integrate different sourcing channels to acquire top talent using referral, social media, direct applicant, database, career fair, university graduates, internal mobility…
 Analysis the recruitment process performance, prepares the recruitment dashboards, presents dashboards, process and implements changes
 Working with both the business and HR counterparts to determine headcount requirements to devise annual recruitment plans and campaigns
 Responsible for the recruitment of specific management levels against role profiles/job descriptions as briefed by divisions/functions.
 Ensure recruitment policy, processes and best practice are adhered to by the team and the business
 Ensure effective and creative competency-based selection methods are used to ensure quality of new hires meets business requirements

 Manage the full life cycle recruiting processes, activities to include but not limited to; application and interview form completion, negotiation for offers of employment, background checks, and reference checks and ensures the information meets established employment requirements.
 Provide the best-in-class recruitment experience for all candidates from initial application to final conclusion.
 Adhere to all documented processes and procedures: Operations manual & SLA, Technology processes and Customer’s internal policies & procedures.
 Effective resource planning for all vacancies.
 Achieving personal direct recruitment targets and time to fill.
 Qualify vacancy with the Hiring Manager, agreeing shortlist criteria, screening criteria and interview process.
 Establish the appropriate recruitment method to source the best candidates ensuring the relevant client recruitment targets are met.
 Prepare Job Advert copy & actual posting of roles to careers site/external job boards.
 Pre-screen candidates to produce shortlist and, where required, long lists. Prepare candidates for interview.
 Assisting the hiring managers in highlighting strengths and weaknesses of short-listing and providing support to managers interviewing candidates.
 Initiate psychometric tests as required and discuss the results with the hiring managers.
 Manage the offer process for successful candidates.