Sabir Hussain

• Develop and lead on innovative sourcing strategies (short and long term) in alignment with the business objectives whilst ensuring a seamless and professional start-to-end candidate experience.
• Own and manage the recruitment lifecycle for all Technical & Non-Technical roles across the Globe.
• Work with the Management team to strategize creative thinking on talent acquisition to drive the direction and synthesis of new candidate experiences
• Partner with Heads of Department / Hiring Managers and the People team to understand and anticipate headcount changes and needs.
• Build and maintain a talent network through proactive market research, LinkedIn, talent assessment and ongoing relationship management
• Create a comprehensive plan for establishing and nurturing talent pipelines in alignment with dynamic business needs.
• Drive down agency spend % with a clear focus on leveraging alternative recruitment approaches such as company careers page, LinkedIn, Facebook, employee referrals, colleges and universities etc.
• Management of appropriate content across all available online portals and recruitment platforms to strengthen employer branding and drive engagement amongst both active and passive candidates
• Oversee recruitment metrics/analytics to provide monthly and quarterly recruitment data input to the HR dashboard.

We offer Executive Search Selection based on talent acquisition programs as envisaged by our clients. Determining the right level of talent to meet our high standards requires a detailed process of selection. With our broad range of resources, including sourcing techniques, a proprietary database, candidate search engines and our nationwide network of community and industry contacts, we are quickly able to identify the right candidates. With extensive industry knowledge and experienced internal recruiters we have dedicated ourselves to assisting clients in acquiring leadership talent through outstanding research capabilities and access to a global talent pool, thorough assessment methodology, in-depth reference checking, and critical contribution to completion of the search by facilitating final negotiations.

• Assisting in locating, selecting and recruiting the right junior level to senior level candidates for top corporate business houses by matching candidate profiles with client’s requirement and conforming to employer/employee expectations.
• Required to ascertain candidate skills and experience while determining employment prospects besides ensuring that the clients company culture is also taken into consideration
• Currently work with a dedicated team headed by a dynamic CEO in a boutique talent acquisition outfit using the latest recruitment technologies and methods to source premium candidates
• Leading a team with great group morale which leaves no stone unturned to close a deal
• Following-up on both ends (clients and candidates)
• Maintaining a database for further reference

The Ilyas & Mustafa Galadari Group is a highly regarded, multi-faceted organization based in Dubai. The group is carrying on the tradition of the Galadari family which has a long history of entrepreneurship dating from the 1940′s. The diversified business portfolio includes construction, real estate development, leisure facility development, hospitality, automobiles, international brand representation and franchising, food storage, luxury boat distribution, design, manufacturing and transport. Over the years, the group has shown ambition, determination in growing and launching new business enterprises with acclaimed international success and rewards.
• As Talent Acquisition Specialist I was responsible for handling Recruitment for all Business Units at IMG Group which includes (Construction, Real Estate development, Leisure facility development, food storage, luxury boat distribution, manufacturing and Services).
• Planning and organizing- Planning and organizing recruitment initiatives across the country to meet the recruitment targets. This involves having constant track of open requirements and available talent pool and ensuring a congruence between the gap and the plan.
 Communication with stake holders/Business Units-
I. At IMG Group, as a Talent Acquisition Specialist, have been in constant interaction with unit stakeholders for their requirements and manage their perception.
II. Negotiation and convincing— Interacting with candidates in regard to discussion for the job profile, compensation negotiation and other aspects of the job. Devising a strategy to meet the quarterly requirements.
• Optimizing the sourcing through conventional and various new methods for higher conversion ratios. This could be through internal employee referrals, consultants, sourcing from job sites etc.
• Deliver as an individual contributor, responsible for the entire life cycle of recruitment including effective sourcing and mapping of key talent from the industry.
• Interface with C&B, Employee Relations, Business HR, Legal and Immigration.
• Sell opportunity and influence final decisions of candidates - during HR interviews and post-offer-roll-out as well.
• Post-offer engagement.
• MIS Creation, Reports Generation & Dashboards

• Visa Formalities

• Accountable for the entire Visa Process right from on-boarding till cancellation.
• Coordinate with the PRO’s to obtain Work permit (labour approvals) and Entry permit to the new hires.
• Administer tasks such as employee’s labour contracts, visa stamping and Emirates ID procedures for the new joiners and renewing labour contract and visas of existing employees.
• Handlings labour and visa cancellation formalities for the resigned/non-renewing staff.

The Directi portfolio companies comprise of Radix, Ringo, Flock, Zeta and Codechef. Media.net, owned by Starbuster TMT Investments, leverages the Directi brand and culture for recruitment in its India offices. Directi also comprised of BigRock, ResellerClub, LogicBoxes and WebHosting.info which were sold to the Endurance International Group in a $160 million transaction in 2014.

Across these businesses, Directi employs 1500+ people across 8 offices, with over 9 million customers, revenues of over $250 million and a group enterprise value of over $1.4 billion. The company has invested in multiple category leading global brands across business areas as diverse as web presence (domains, hosting, cloud-infrastructure), online advertising, communication & collaboration (voice and messaging) and payments (benefits and compensation).

Recruitment and Selection:

• In charge of end to end recruitment process and to ensure that the resource request is completed within deadlines.
• Understanding JD’s (Job Description) for manpower requirements.
• Preparing the Job description and posting the job requirements and sourcing talents through employee’s reference and portals.
• Carrying out the recruitment activities through telephonic interviews, scanning various job portals, making personal calls, getting referrals, other events/ in co-ordination with consultants and headhunting suitable candidates, particularly for senior positions.
• Completing formalities for interviews with candidates and organizing interview sessions.
• Conducting joining formalities and preparing employee data files.

MIS:

• Keep accurate records, review information, consolidate reports & take action where necessary.
• Preparation & Management of Recruitment Database.
• Preparation & management of Training Database.
• Preparation & management of Employee Exit data post exit interviews.

On Boarding :

• Ensure top quality candidate care and on boarding practices are always followed
• Collecting and verifying all the documents such as :

o Educational Documents
o Experience Certificates
o Salary Slips
o Bank account statement etc.

• Updating the HR Database with professional and personal information of new joining.

Attendance and Leave Management System

• Handling complete attendance and leaves of 1000 plus employees.
• Maintaining leave bank of 1000 plus employees.
• Expertise in working on Attendance and Leave Management Software HR Mantra.
• Handling employee grievances and day to day issues regarding attendance and leaves.
• Sending out weekly attendance report to 1000 plus employees.
• Assisting payroll department.
• Upgrading policies related to attendance and leaves