سارة Rainbow

• Coached senior leaders in providing day-to-day performance management and created a library of tools
and frameworks to develop confidence and capability.
• Developed a talent mapping tool for senior leaders to assess team capabilities and identify high
performers for succession planning and critical roles.
• Automated annual performance reviews while streamlining overall cycle timelines, communications,
and associated pay reviews to remain within budget. Delivered training for all employee groups on
successful review practices.
• Sourced and implemented a new HRIS system.
• Led HR efforts in establishing offices in Sydney, South Africa, and Egypt, including defining
compensation and benefits, adapting and creating policies and procedures, and liaising with external
legal for finalizing employment contracts and setting up policies to ensure compliance with statutory
requirements.
• Provided HR support and advice during a UK acquisition, ensuring smooth transition and onboarding
for existing employees in compliance with TUPE requirements.
• Conducted a comprehensive review of existing employment contracts to ensure legal compliance
across regions, reducing the number of versions in use.
• Accountable for accurate payroll and pension processing for over 350 employees across all regions.
• Negotiated and managed well-being benefits for private medical insurance policies.
• Oversaw the management and development of a team of 9.

8 month contract
Short term contract to assist whilst the Company goes through a period of change.

• Managed complex employee relations issues from initiation to resolution across various MEA
employment laws.
• Acted as HR lead for establishing new legal entities in the region, partnering with third parties and
collaborating with internal and external legal teams on employment requirements, risk management,
and contract review.
• Collaborated with the global HR team on strategic projects, including the implementation of new
systems, performance management, talent development, employee engagement, and internal
communications.
• Led the regional rollout and communication of global systems, functioning as a super user on Workable
for the new recruiting system.
• Advised the senior leadership team on HR policy and procedures, spearheading termination discussions
and offboarding processes to ensure compliance with local employment laws.
• Managed compensation and benefits, ensuring internal alignment and negotiating local insurance
policies.
• Provided HR-specific data and analysis to business units regarding terminations, hires, transfers,
promotions, and other essential metrics.
• Developed two team members by identifying strengths and empowering them through the delegation
of challenging tasks.
• Delivered day-to-day performance management guidance to line managers, including coaching,
counseling, probation reviews, disciplinary actions, and overseeing quarterly performance
management reviews.

• Initiated and secured CEO and Senior Management buy-in for a Graduate Career Development Program.
• Collaborated with Heads of Department to define candidate competencies and designed effective
recruitment assessment tools.
• Oversaw assessment days in India, Oman, and Dubai to streamline candidate selection.
• Forged partnerships with universities in the SAMEA region to enhance graduate recruitment efforts.
• Developed and executed induction programs and employee handbooks to onboard new hires
effectively across the Region.

• • Design and implement internal processes to ensure a consistent approach to dealing with queries with an aim to bring up to best practice
• Comply with internal audit and address issues raised
• Work closely with the GM and FC to implement new internal policies such as staff car purchase and rental scheme
• Design and implement a new Training Agreement for use internally and implemented tracker to capture all employee training activity and courses conducted over the year
• Manage the appraisal process, ensuring all increments and bonus payments remain within the budget
• Educate Managers on how to conduct an effective appraisal and how to effectively follow a performance improvement plan for those not meeting the requirements of their roles
• Promote employee engagement through activities such as introduction of company newsletter, employee recognition programs (successfully reduced Absenteeism rates)
• Partner with the Heads of Departments to introduce incentive schemes for their Sales employees
• Coach Senior Management on handling staff issues, disciplinaries and terminations where necessary
• Attend monthly Senior Management meetings to provide HR viewpoints and recommendations on current projects and issues.
• Analyse grades and salaries to put in place a standardised salary structure
• Partner with Management to identify their manpower gaps
• Manage the recruitment and selection process including on boarding, ensuring recruitment activity remains within budget
• Promote and drive forward in house training sessions through regular communications and updates
• Responsible for managing and developing the HR team consisting of four members

• Designed and implemented internal processes to standardize query handling and align with best
practices.
• Collaborated with GM and FC to establish new policies, including staff car purchase and rental schemes.
• Developed a Training Agreement and implemented a tracking system for all employee training activities.
• Managed the appraisal process, ensuring compliance with budget for increments and bonuses, and
educated managers on effective appraisal techniques.
• Led employee engagement initiatives, including a company newsletter and recognition programs,
successfully reducing absenteeism rates.

• Documenting, updating, and implementing all major HR process flows
• Implemented and managed a new process with the Operations team to monitor sickness and for those employees eligible for long term sick benefit. This involved regularly coordinating with the employee and Unum (an income protection company)
• Undertook a number of projects to improve the general HR function within the Company. These included the standardising of a variety of international contracts, identifying/ updating new and current policies, evaluating and implementing a new compensation structure
• Adapt Corporate policies to local Regions, specifically Middle East, Nigeria, Angola and Azerbaijan
• Identify any negative feedback on probation reviews or of employees who are underperforming and address with relevant Manager to formulate a development plan in aim of assisting the employee
• Coordinate international transfers of on and offshore employees based in Africa, Middle East and Europe, working closely with the international HR teams and the employee to achieve a smooth transition
• Work closely with the Tax department to roll out any new initiatives to employees
• Educate and advise Managers on the process of investigations and disciplinaries ensuring they provide a fair and consistent approach to a range of often complex and varied issues. Coordinate with Legal team where necessary.
• Conduct training sessions to all local office based employees in Employee Conduct
• Managed the recruitment process for on and offshore ROV employees through setting target interview and new hire figures while providing weekly feedback to local Managers and quarterly figures to the wider group. Often exceeded monthly targets
• Seconded to Singapore office to provide interim cover for onsite HR Manager. Whilst there I implemented recruitment procedures for offshore ROV employees and rolled out the process to Management as well as bringing office procedures in line with the overall Company policies
• Responsible for managing and developing two HR Coordinators through bi annual performance reviews and weekly update meetings to assist in their training needs

• Implemented and managed a new process with the Operations team to monitor sickness and for those
employees eligible for long term sick benefit. This involved regularly coordinating with the employee
and Unum (an income protection company)
• Undertook a number of projects to improve the general HR function within the Company. These
included the standardising of a variety of international contracts and evaluating a new compensation
structure
• Adapt Corporate policies to local Regions, specifically Middle East, Nigeria, Angola and Azerbaijan
• Identify any negative feedback on probation reviews or of employees who are underperforming and
address with relevant Manager to formulate a development plan in aim of assisting the employee
• Coordinate international transfers of on and offshore employees based in Africa, Middle East and
Europe, working closely with the international HR teams and the employee to achieve a smooth
transition
• Work closely with the Tax department to roll out any new initiatives to employees
• Educate and advise Managers on the process of investigations and disciplinaries ensuring they provide
a fair and consistent approach to a range of often complex and varied issues. Coordinate with Legal
team where necessary.
• Conduct training sessions to all local office based employees in Employee Conduct
• Managed the recruitment process for on and offshore ROV employees through setting target interview
and new hire figures while providing weekly feedback to local Managers and quarterly figures to the
wider group. Often exceeded monthly targets

• Create and maintain Employee Trackers and Organisational Charts, monitoring changes, adding new approved positions
• Working with key stakeholders in the Business, made recommendations to Group for policy updates
• Liaise with recruitment team with regards to new joiners, carry out background checks and conduct inductions for all new Fuels employees working to ensure all induction material was current and up to date through employee feedback
• Assist Managers with underperforming employees, advising on actions to monitor performance, provide guidance to Managers on Performance Reviews
• Assist with medical emergencies, liaising with emergency contacts, managing correspondence with hospital/ insurance companies
• Identify improvements to processes, then create and implement process flows both for the HR team and Operations, ensuring they remain updated as the business unit adapts.
• Carry out investigations which could lead to disciplinary action. Assist and provide guidance to Managers on disciplinary matters
• Regularly meet with Managers to discuss departmental structures
• Create and implement the return process for Nepalese staff, liaise with Travel and external agents to arrange visas and flights
• Process Afghanistan Visas and assist with related queries, gathering data, coordinating with the Legal team and advising the business unit on the latest Afghan visa status
• Answer staff welfare queries i.e. compassionate and emergency leave requests, grievances, advise on contractual and PSU/Bonus queries
• Process promotion and transfer paperwork, ensuring a letter is issued to each employee concerned. Check internal relativities against employees of the same grade to ensure salary is comparable
• Carry out exit procedures from time of resignation/ termination - exit interviews, full and final processing and cancellation of all visas
• Advise Managers on putting together job descriptions. Carry out HAY job evaluations, liaise with Managers on job scope and advise on grade/ salary information
• Frequent travel into Afghanistan to meet with Managers, employees or assist with investigations

• Created and maintained Employee Trackers and Organizational Charts, tracking changes and new
positions.
• Collaborated with stakeholders to recommend policy updates and liaised with recruitment on
onboarding processes.
• Assisted managers with underperformance, guided performance reviews, and supported disciplinary
actions.
• Streamlined HR processes and developed process flows to enhance operational efficiency.
• Conducted exit procedures, including interviews and final processing, while addressing staff welfare
inquiries.

• Implement HR policies and procedures and assist with ad hoc employee relations
• Maintain employee information including personnel files and Oracle HR system
• Manage visa renewals/cancellations, liaise with PRO, ensure all documentation completed
• Manage exit formalities for resignations and redundancies, providing assistance with queries and ensuring exit interviews, checklist and visa cancellations are completed
• Assisting the OD Manager in ensuring all employees and Line Managers complete their 6 month reviews to deadline
• Co-ordinate and liaise with Talent Manager on employee’s training needs, market and promote relevant training to employees and Line Managers
• Develop and maintain a database of all training conducted with employees and co-ordinate feedback from events to report on effectiveness of training event
• Recruitment - sourcing, interviewing and selecting candidates (local and overseas) using tracking methods to monitor all recruitment activity
• Evaluating Job Descriptions - job grading and salary designation for positions
• Organising psychological assessments where appropriate for potential candidates
• Ensure recruitment procedure is followed throughout all pre-joining formalities (offer letter, CID checks, medical, reference checks, contract of employment, visa application)
• Manage on-boarding procedure including logistics set up, new joiner welcome kit/information, ID creation, medical card applications, completion of all employee information and personnel files

• Implemented HR policies and procedures; managed employee relations and personnel information in
Oracle HR system.
• Coordinated visa renewals and cancellations, liaised with PRO, and ensured all documentation was
completed.
• Managed exit formalities for resignations and redundancies, including exit interviews and visa
cancellations.
• Developed training databases, marketed relevant training, and gathered feedback to assess event
effectiveness.