Senior Manager, Talent Acquisition
Plan International Canada
مجموع سنوات الخبرة :15 years, 7 أشهر
Plan International Canada is a member of a global organization dedicated to advancing children’s rights and equality for girls. We have been building powerful partnerships for children for over 80 years and are now active in more than 70 countries.
• Responsible for leading the talent acquisition function and team to ensure improved quality of hire, time to fill and significant reduction of third-party costs.
• Provide continuous coaching to the Talent Acquisition team to deliver high quality service and experience to hiring managers and candidates
• Integrating Diversity, Equity and Inclusion best practices into the recruiting process
• A member of the Diversity, Equity and Inclusion (DEI) Committee advocating for DEI practices across the organization and reviewing the organization’s policies to make sure they encompass DEI practices.
• A member of the safeguarding committee and the Safeguarding Focal Point for Talent and Culture
• Act as a Talent Acquisition subject matter expert to hiring managers.
• Developing and monitoring Metrics to improve Hiring Managers’ and Candidates’ Experience
• Review and improve regularly the recruitment policy and process
• The Recruitment Lead and focal point for Global Recruitment (i.e. Global Roles)
• The focal point for campus recruitment
• The lead for the Recruiting Module on the HRIS; currently working on improving the candidate’s experience through launching a new careers site focusing on the Employer’s brand
A Global Role, leading the hiring of Surge resources to deploy to Emergency responses around the World.
Part of the Management Team, leading the Recruiting Function:
• Successfully built and developed the recruitment process, onboarding process, and needed templates to apply an effective and efficient recruiting process
• Hired successfully different senior leaders across the world through compliant hiring approach by contracting them based on their labour laws, social security and income tax provisions of their respective base location
• Building Surge Rosters (i.e.Talent Pools) for different specialties:
• Healthcare Function
• Education Function
• Humanitarian Response/Programs Functions
• Building Talents Pipelines for different functions
• Led on the review and roll out of the new Global Recruitment Policy and Process
• Led on the review and roll out of the Employee Checks Policy
• Developed and Led on the Recruiters’ Capacity Building Drop-in Calls Initiative organization wide
• Supported the regional recruitment leads with technical advice and support based on received requests/enquiries
• Developed, led on and Rolled out the Global Talent Acquisition Scorecard
• Recruiting for Senior Roles with focus on IT/Technical roles
• Initiated and developed “Global Outplacement Services Toolkit” for redundant staff
• Developed Career Coaching How-to Videos
• Investigations and Safeguarding:
• A certified Investigator at Save the Children International, leading investigations on Sexual Harassment, Harassment, Bullying, Fraud and Grievance cases
• Conduct Trainings for staff on Anti-Harassment and Bullying at the Workplace.
covering 17 countries in Middle East and Eastern
Europe sub regions.
Throughout my tenure to date, my role involved the below:
- Recruited for SMT Positions in the 2 sub regions (Middle East and Eastern Europe)
- Part of the Global e-recruitment committee to roll out Taleo (e-recruitment system) to the MEEE region: Design, testing,
training users (recruiters and hiring managers) and roll out is finalized.
- Planned, developed, and executed the Regional Middle East and Eastern Europe Register (Roster)
- Facilitated and coordinated Deployment opportunities across the region to increase the learning outcomes for the staff
across the region.
- Led the staffing efforts for Libya response and Mosul response
- Recruited for the Syria response (inside and outside Syria)
- Building Talent pools
- Developed a Capacity building initiative for HR teams in Talent Acquisition: leading monthly capacity building calls across
the region for HR teams
- Support to Country Offices in hard to fill and critical positions: coming up with strategic and creative methods to tap into
local and international talents
- Conducted assessments on what are the ground issues and challenges at COs level under recruitment and humanitarian
surge, worked effectively with CDs and HRDs to collect the information and feedback.
- Brought in the idea of using the Social media and convinced the RHRD and RD on the needs of LinkedIn license for the
MEEE for proactive search.
- Introduced proactive sourcing efforts across the region
- Effective coordination with Global Humanitarian HR team to engage and involve our staff across the region
- Led and compiled recruitment reports and data for the region on quarterly basis
- Developed and rolled out a recruitment tracker for the region
- Led the session on Recruitment and Surge Staffing at the Regional Leadership Team meeting (a group of CDs and
regional SMT) and shared the plan for 2017 with CDs for their input.
- Designed the hiring manager satisfaction survey and rolled it out
- Co-developed the hiring managers’ training with the Head of Talent Acquisition in HQ
- In charge of delivering the Hiring Managers recruitment training for the regional office and training the HR teams across
the region to deliver it
- Co-developing “Safe recruitment training” with the Head of Talent Acquisition in HQ
- In charge of rolling out and delivering the safe recruitment training in the region
- Co-developed competencies based questions project with the Head of Talent Acquisition in HQ
- An integral team member of the Global Talent Acquisition Team
- A team member of the Regional HR team as well
A Senior Regional Role reporting to the Regional Head of Recruitment covering six countries (Iraq, Lebanon, Turkey, Jordan, Syria and Palestine).
During my tenure at the NRC, I was responsible for filling international positions across the Middle East Region; i.e. Jordan, Iraq, Turkey, Lebanon, Syria and Palestine, with most recently being the focal point for International Recruitment for the Syria Country Office.
On the projects front, I have developed and advised on the following:
- An Interview guide to be rolled out across the Middle East Region, which comprised of two sections; a Recruiter’s Manual and a Hiring Manager’s Manual.
- Rolled out Informational Interviews practice and template
- Developed a template for the Middle East Region selling points
- Developed a Regional Fact sheet for the Middle East Region (i.e. the 6 countries we recruit for) to serve recruiters while conducting informational interviews
- Developed and advised on the practice of screening calls
- Developed a scoring sheet for evaluating candidates
- Developed job advertisements template(s) to be using across the team when advertising international positions
- Developed email templates on declining candidates (Internal and External)
- Assisted in developing the Talent pipelines (i.e. regional roster) for NRC Regional Office
A Senior Regional Role reporting to the Regional Talent Acquisition Advisor covering five countries (Iraq, Lebanon, Turkey, Jordan and Syria). A Coordinator level in IRC is above Senior Manager level and considered the highest in the hierarchy.
My role revolves around advocating the Talent Acquisition function and policies set by Head Quarters in New York within the Syria Response Region (SRR); i.e. Jordan, Turkey, Lebanon, Iraq and Syria, by providing technical advice and input to 8 staff members in Human Resources function across the region. This involves remote management, individualized coaching, capacity building, regular deployments, project management and monitoring and evaluation of Talent Acquisition Minimum Standards and best practices. Furthermore, I continuously communicate and liaise with key stakeholders across the SRR to collaborate on implementing Talent Acquisition best practices. Part of my job is also rolling out Talent Acquisition policies set by Head Quarters to the 5 field offices.
Lastly, I continuously conduct International and National Recruitment for senior positions across the region, and have led surge recruitments for Iraq and Syria, and supported Turkey surge recruitment.
To provide more details, as part of my role, I am responsible for filling International positions that vary from short-term, emergency response, and full-time needs to meet demands of donors and programs in the main offices, field locations and refugee camps. This includes but not restricted to pro-active sourcing, advertising, screening, interviewing, reference checking and final negotiations for open positions. I also initiate and implement recruitment strategies to increase the IRC’s talent pool and pipelines, and provide input to ensure the IRC has diverse global talent that performs at a high level responding to the changing needs of the organization. Lastly, I implement industry “best practices” that ensure the timely selection of top talent, and recruit for talent that will support IRC’s organizational culture, while contributing to IRC’s position as an employer of choice.
A Senior leading role covering MENA region with exposure to Pakistan and Turkey programs.
• Managing, coordinating, and following up with AllWorld Strategic Partners
• Managing, coordinating, and following up with AllWorld 40+ partners and sponsors
• Assisting and Supporting the CEOs in Business Development activities and coming up with new revenue streams, new
sponsorship opportunities and packages.
• Drafting strategic partnerships and sponsorship proposals
• Managing and executing AllWorld Events
• Representing AllWorld in Entrepreneurship Events across the MENA region; i.e. ranging from being a speaker, to networking,
investment, and media opportunities.
• Attracting and following up with MENA Entrepreneurs to apply for the Arabic500 ranking
• Keeping all AllWorld winners/entrepreneurs engaged, networked and warm to benefit from AllWorld services
• Providing AllWorld Entrepreneurs with networking, investment, and media opportunities
• Promoting in different ways Arabia500 ranking/program
• A focal point and representative of AllWorldXChange networking e-platform for AllWorld Entrepreneurs
Executes human resources activities agency-wide; which includes the following:
• Processes entitlements, issues of contracts and maintains various personnel records and files;
• Conducts full recruitment cycle for Amman, Irbid, Mafraq offices and Zaatari Camp
• Brief staff on general administrative matters relating to visas, licenses, security; provides advice and ensures administrative
support as required;
• Attends meetings on day-to-day admin. matters; administers the movement of staff members, their attendance, leave plan,
overtime, etc.
• Prepares, on own initiative, correspondence, reports, evaluations and justifications, as required, on general administrative or
specialized tasks which may be of a confidential nature within the assigned area of responsibility;
• Provides interpretation of administrative and human resources rules, regulations and procedures;
• Selects and enters data from a wide variety of documents, verifying accuracy by checking sources, making necessary
calculations and assuring inclusion of all relevant data;
• Assists in the preparation of up-to-date DIST staffing data and keeps track of vacancies, draft memorandum for hiring TA staff,
consultants, interns and other short-term personnel, including preparation and processing of related documentation and
coordinates processing of human resources issues with DHRM Geneva and PAPS Budapest;
• Takes follow up action with staff for timely completion of performance evaluation reports;
• Assists in preparing administrative budget and staffing for annual submissions and reviews
charge of Jordan, Bahrain operations and supporting UK operation.
- Executes human resources activities company-wide; Bahrain & Jordan offices which includes the following:
• Managing a team of two
• Acquainted with Bahrain and Jordan Labour Laws; recently UK’s labour practices
• Established and rolled out HR policies and procedures through working closely with the CEO/COO
• Developed & executed recruitment activities; Pre-screening potential candidates using existing resources, short listing, and
Conducting first interviews. Conducting second interviews with the concerned Manager. Conducting a proper reference and
background check on selected candidates. Developing vacancy advertisements & announcing them.
• Prepared and managed offers and contracts of employment
• Established and maintained new employee orientation program
• Maintained personnel files & data company-wide
• Developed & executed company-wide disciplinary action procedure
• In charge of payroll preparation (including income tax & social security).
• Organized and held training courses for improving & sharpening employee skills,
• Organized employee events
• Developed & executed Employee communication & relations initiatives company-wide.
• Provided the senior management with monthly attendance reports of staff
• Responds to enquiries about human resources issues.
• Establishing standards for employee performance appraisal initiative.
• Maintaining an up-to-date organizational chart
• Developed Job descriptions
• Recommending employee compensation plans
• Conducting exit interviews to identify reasons for resignation.
• Executes all resignation/termination procedures
• Preparing reports for turnover; and providing appropriate suggestions to management
• Holding regular sharing / briefing / communication sessions with staff
• Developed the Human Resources Manual for companywide (i.e. for all of Viacloud Operations).
• In charge of all insurance programmes for companywide (Bahrain and Jordan)
• Establisher of the Social Committee at the Company
• Worked on the establishment of HR department and the development of the policies and procedures for UK operation.
A regional role covering the MENA region
• Assist the Operations Manager in Injaz al Arab’s operations in the start-up countries and existing network of member nations.
Implements and manages regional events and assist with other fundraising activities.
• Support MENA member nations in strengthening their operations, providing them with Junior Achievement (JA) new leads and
opportunities.
• Assist in managing the network of Member Nations (INJAZ offices) across the MENA region
• Assure compliance with JA (Junior Achievement) standards & Policies
• Website administrator
• Newsletter writer & developer
- My Dissertation is HR/Telecom’s focus; I adopted Zain Telecommunications Company as a case study discusses The Role of Knowledge Management to Support Core competences Development in Knowledge-Intensive firms (The study is concerned with developing core competences of the personnel in knowledge intensive firms.) [Grade: Distinction]
courses: Received a Train of Trainers (ToT) course by Business Development Centre (December 2013) Education • Elite Certified Recruitment Expert (ECRE) – AIRS Academy – November, 2016 • Certified Diversity Recruiter (CDR) – AIRS Academy – August, 2016 • Certified Social Media Recruiter (CSMR) – AIRS Academy – August, 2016 • Certified Social Sourcing Recruiter (CSSR) – AIRS Academy – December, 2015 • Professional Recruiter Certification (PRC) – AIRS Academy - December, 2015 • Talent Acquisition Strategist (TAS) – Human Capital Institute – December, 2015 • PHR (Professional in Human Resources) Certification [American Based certificate]
Al-Assriyya Schools, Jordan – 2002, finished the IGCSE and GCE requirements (equivalent to 92.5% ) Social Activities & Projects • A Speaker at “SMEForum” conference discussing Entrepreneurship [October 2013] – Abu Dhabi, UAE • A Speaker at New Think Festival discussing Social Entrepreneurship [June 2013
