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    Safiya Al Matrooshi, EMBA, CIPD, HR Professional

    Group Director UAE National Recruitment & Development

    Jumeirah Group

    United Arab Emirates - Ajman
    Master's degree, EMBA- HR
    19 years, 1 month

    Work Experience

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    Group Director UAE National Recruitment & Development

    Jumeirah Group
    January 2016
    To Present
    United Arab Emirates - Dubai
    • Sets general strategic direction of the National Recruitment & Development plan, as per the HR strategy and board of directors/parent company’s directions. • Define the organization’s 5-year national targets plan, through identifying national targets (headcount/percentage of growth) at the corporate and local Jumeriah Hotels’ levels, development initiatives etc. to attract and develop a best-in-class national talent pool. • Oversee the National recruitment team and National development team, and ensure the function is capable, streamlined and well aligned with the organization’s nationalization strategy. • Act as a strong partner to Corporate and Local Jumeriah Hotels’ leaders to support them in meeting their assigned nationalisation targets and provide consultation to overcome national recruitment and development challenges. • Build a data-driven national recruiting and developing organization, including analytics that provide insight and decision support. • Partner with government entities and higher education institutions in order to support nationalization efforts within the Group, and build strong ties with key talent feeders to promote the Group’s employer brand on a large scale. • Liaise with the HR Strategy and Organizational Development function to support the compensation strategy for national talent, based on total reward benchmarking, in order to ensure that the Group remains competitive and attractive to talented UAE Nationals. • Lead the National Recruitment function and support Corporate and SBUs in assessing and hiring UAE Nationals in order to ensure that the best candidates are retained and that the relevant roles are nationalised appropriately. • Contribute to the on-boarding process for UAE National employees to ensure that new joiners receive the guidance and training required to meet their role’s expectations and settle into the Group effectively. • Support the Talent Management function in the development of tailored training and development programs for UAE Nationals, in order to support internal capability building efforts and to retain talented Nationals within the Group. • Leverage the Talent Management function to guide the development of Individual Development Plans for UAE National employees, based on business needs, employee aspirations and best practice, in order to foster their development and engagement to the Group on the long-term. • Identify over-achieving UAE Nationals and mediate their participation in leadership programs in order to fast-track their development and grooming for key positions as well as to build a strong UAE National leadership pipeline for the future. • Represent the Group in key national events, including career fairs and conferences, in order to promote the Group as an employer of choice for UAE Nationals and facilitate the achievement of its nationalization targets. • Recommend the National Recruitment and Development budgets including Emiratization and monitor their financial performance versus the budget so that areas of unsatisfactory performance are identified, rectified promptly and potential performance improvement opportunities are capitalised upon. • Manage the effective achievement of objectives through setting individual objectives, managing performance and developing staff in order to maximize overall performance and team motivation while continuing to deploy resources effectively for growth and further strengthening the employee value proposition. • Recommend improvements to the Corporate Human Resources policy and manage the implementation of procedures and controls covering all areas of activity so that all relevant procedural requirements are fulfilled while ensuring that Jumeirah Group delivers world class services, excellence, and innovation.

    Director Human Capital

    Madinat Jumeirah Resort-Jumeirah Group
    August 2014
    To December 2015
    United Arab Emirates - Dubai
    • Drive alignment, consistency and continuous improvement of HR strategy, services & operational practices across all Hotels under the Resort. • Develop and drive the organisation’s HR Strateg in line with Regional HR direction and meet the results against targets set by the group for the Resort. • Drive the continuous improvement agenda with particular focus on maximising productivity, devolving HR responsibilities and building leadership capability through the senior and middle management teams. • Measure the effectiveness of HR services across the business and focus activities to improve customer feedback. • Provide leadership, direction and support to the HR teams in a manner that will increase consistency, knowledge, skills set and ensure the sharing of best practice. • Ensure Colleague Opinion Survey results are communicated, analysed and action plans are developed and reviewed on a regular basis. • Ensure Colleague Consultative Committee function is deployed effectively. • Ensure free-flow of two-way communication between the Resort HR and Regional HR teams and ensure internal communications are coordinated to colleagues in an appropriate, relevant and timely manner. • Ensure each HR team has the right capability and structure to meet business needs in an effective and cost efficient way. • Drive the development and optimisation of a consistent approach at junior grade levels recruitment across the Resort Hotels. • Drive the National Development agenda ensuring the resort exceeds our targets with regarding attracting, developing and retaining UAE Nationals. • Ensure HR practice across the resort is compliant with necessary Group standards and necessary legal or compliance requirements. • Coordinate & drive talent management process in order to ensure talent management is fully embraced and the benefits fully realized. • Ensure all activities in performance management process are effectively executed so that colleagues have the opportunity to participate, receive feedback and given opportunities to develop. • To provide coaching, counselling & disciplinary support in line with best practice. • Assist in deploying a suite of training programmes and development opportunities that are at a consistently high standard and aligned with business needs. • Ensure HR Processes, Policies & Systems are in place and optimised across the resort. • Assist in the on-going optimisation of HR systems by the Global Shared Services team - ensuring business needs are identified, met and continually reviewed to support productivity and streamlining of processes. • Key achievements: • Supported in the Pre-Opening of the new Hotel under the resort (Jumeirah Al Naseem Hotel) by defining the recruitment plan against the manning required and monitoring progress of the critical position’s sourcing, interviewing and onboarding. • Involved in the preparation and assessment of the organization to win the Dubai Quality Award and identified the gaps as projects which were all implemented successfully. • Developed the Human Capital strategy and Balance score card KPIs to become a strategic partner to the business in generate the required revenue and to become a global luxury organization in the hospitality industry.

    Director Human Capital

    Imdaad Intigrated Facility Management
    October 2012
    To March 2014
    United Arab Emirates - Dubai
    -Explore opportunities to improve the Human Capital systems and processes in order to strengthen the service quality model for long term efficiency. -Direct the establishment and implementation of KPI’s, performance standards and department objectives to ensure that business performance can be measured against such standards and objectives. - Direct the development of functional performance reports in order to keep the decision makers informed about business performance of the company. -Direct the development and implementation of functional Policies, Systems covering all functions of the organization. -Direct the development of and establish the processes/methodology for all functions in order to a) streamline the various functions b) ensure seamless operations and c) improve efficiencies. -Direct the review, audit and control of all functions in terms of processes and methodologies to ensure quality objectives are met. -Provide strategic direction for recruitment, retention and career development of UAE Nationals for the organization to meet its Emiratisation goals. -Direct the Training function to develop and maintain a competent and skillful workforce. Organize internal and external training programs as required. -Direct the compensation and benefits and employee rewarding strategies to reward and motivate employees and ensure internal equity and external competitiveness.

    Vice President- Human Resources

    Ajman Bank
    July 2011
    To September 2012
    United Arab Emirates - Ajman
    -Articulate short term and long term HR strategy for the organization to recruit, develop and retain suitably qualified and motivated employees at all levels in the organization.
    -Provide strategic direction for recruitment, retention and career development of UAE Nationals for the Bank to meet its Emiratisation goals.
    - Plan and direct the Learning & Development function to develop and maintain a competent and skillful workforce. Organize internal and external training programs as required.
    -Plan and direct the Bank’s Total Rewards strategy, comprising compensation, benefits and employee facilities to reward and motivate employees and ensure internal equity and external competitiveness.
    -Design and develop the Organization Structure, Manpower Planning and HR Budget which serve as the basis for maintaining the right headcount for the Bank to meet its goals and objectives.

    Head of HRD

    AW Rostamani
    November 2010
    To July 2011
    United Arab Emirates - Dubai
    -Headed and managed a team of more than 15 members to serve 2200 employees and reporting to the Vice Chairman.
    - Developed and gained agreement to strategies, plans, resource budgets and structures that facilitate the delivery of agreed standards of HR services to the organization. Reviewed performance against these to ensure targets are met or exceeded.
    - Recruited, trained, motivated and developed reporting staff to ensure that the department has the necessary skill base and that staff are optimally motivated and enabled to maximize their potential and contribution to the Company.
    - Assessed the HR implications of the organization’s business strategies and plans and gained agreement to manpower plans to provide for the necessary resources through appropriate combinations of recruitment and internal training and development.

    Director Human Capital

    Tamdeen-Tecome Investment (Member of Dubai Holding)
    September 2008
    To October 2010
    United Arab Emirates - Dubai
    - Heading and managing a team of two members and reporting to the Chief Corporate Support Services Officer.
    - Entrusted with the responsibility to develop HR strategy, Policies, Processes, templates and procedures to meet the company’s objectives.
    - Key person to introduce professional reward systems to design, develop and evaluate the best salary, benefits and incentive structures.
    -Assigned responsibility to develop recruitment and placement plans to meet the specific phased needs of each department and function.

    Executive Director Human Capital

    Dubai International Financial Centre
    July 2007
    To September 2008
    United Arab Emirates - Dubai
    -Actively participated and contributed in executive team deliberations for the development and refining of the vision and strategy on HC for the organization. - Designed and developed strategies, plans, resource budgets and structures agreeable to all members. -Analyzed manpower plans and assessed the HR implications of the organization's business plan and strategies. -Provided leadership and support to management in developing, integrating and implementing strategies and plans. -Introduced enhancement to the HR system SAP. -Developed and monitored the implementation of appropriate processes for performance management and appraisal system. -Developed and motivated employees through sharing specialist expertise and demonstrating leadership. -Reviewed Human Resources policies and procedures, and ensured implementation. -Conducted administrative processes in an efficient and effective manner by maintaining consistency and equity in approach to all staff issues. -Formulated and introduced enhanced scheme for the employee reward. -Headed the champion special projects to meet organizational goals and project -specific objectives.

    Senior Divisional Manager- Compensation & Benefits

    National Bank of Dubai
    October 1997
    To June 2007
    -Responsible for formulation & implementation of HR Policies in line with the bank’s imperative for growth & service.
    - Provided consulting support to the bank in term of planning, sourcing, compensation & training.
    -Involved in manpower planning and budgeting, roles re-evaluation and competencies assessments, and developing rewards & recognition systems linked to contributions and performance.
    -Restructured staff Compensations & Benefits in all levels in line with market trends.

    Extra years of experience not listed above:  0 Years, 1 Months   


    What's your educational background?
    Let employers know more about your education; remember, be clear and concise.

    Master's degree, EMBA- HR

    at IIBM- India
    February 2014

    Higher diploma, Business Administration

    at Higher Colleges of Technology- Dubai Women's College
    United Arab Emirates - Dubai
    Grade: 2.7 GPA out of 4
    June 1997

    Specialties & Skills

    Organisational Transformation

    Human Capital Management

    HR Service Delivery

    HR Budgeting

    Hay Job Evaluation

    Leadership Management

    HR Policies and Processes Write up

    Analytical thinking

    Strategic planning

    Innovative thinking


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    Chartered Institute Personnel Development
    January 2005

    Training And Certifications

    Leadership Development

    Issued in: April 2008 Valid Until: - May 2008

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