Senior Manager Talent Acquisition EMEA
PwC - United Arab Emirates
Total years of experience :16 years, 11 Months
Role Objectives: Leading talent acquisition activity across 12 countries for internal business units. Driving operational efficiencies throughout the recruitment process including budgeting, Nationalization, D&I, training and development, sourcing strategies across complex global markets and ensuring a high caliber of in house recruitment standards. Utilizing PwC’s globally recognized emerging technology teams to automate and innovate the internal HR toolkits to enable teams to drive data driven decisions within hiring best practice. Working with global talent, onboarding, comp & bens, L&D and centers of excellence to ensure that PwC Middle Easts branding is promoted with integrity and a quality candidate experience in line with global standards. Leading a team of 8 problem solvers to address complex business issues from strategy to execution in line with PwC target operating model.
Key Responsibilities:
• Working with partners across lines of service in the relevant business units to understand annual recruitment requirements as well as driving 3 year strategy in line with manpower plans and approved budgets for PwC’s target operating model.
• Leading as Head of Talent Acquisition by providing input on initiatives and strategies whilst identifying improvement & budgeting opportunities in the current Recruitment/ HC operating model with focus on ICV/ local content in UAE and KSA adhering to government regulatory quotas.
• Driving and encouraging Lines of Service (LoS) recruitment leads across the region to ensure that best practice is being delivered and teams are consistently upskilled and motivated to drive their functions with positivity and concise, efficient delivery.
• Attending leadership meetings and presenting relevant data on headcount against budgeting forecasts giving recommendations and strategic input on candidate traction, streamlining and efficiency of current operating models and systems across all areas of HR.
• Working with inhouse Emerging Technology teams to create automation platforms and a recruitment ‘BOT’ to streamline processes and delivery.
• Developed the talent management strategy for internal personnel by role management, competencies, goal tracking and alignment, and working with emerging tecj teams to develop tools for employee engagement.
• As a senior member of the people committee, developed a wellbeing initiative for guest speakers, onsite counselling, surveys and forums for key issues affecting staff morale and driving a ‘best place to work’ road map.
• Creation of robust training content to upskill hiring managers on ways of working and understanding of continuous enhancements, on CRMs and tools and overall recruiting and talent management processes.
• Driving a reduction in time and cost per hire and improve candidate experience throughout the recruitment process.
• Steering campaigns for diversity and inclusion by developing strategies to build diverse pipelines and foster a mindset of equality and inclusion.
• Creating dashboards using PowerBI for Senior Leadership teams to be able to access live data on candidate pipelines, hiring against forecasts and budget, open roles and internal movements.
• Training and working with Global CRM configuration teams to be able to configure Workday as an effective resourcing tool within regional regulations.
• Leading graduate recruitment programs and driving employer branding, promoting PwC for graduate recruitment campaigns across KSA, UAE Qatar, Lebanon & Egypt.
• Working on specific projects related to HR initiatives, salary benchmarking and analysis of joiners by profile and source for future recruitment drives, looking at success rates by universities, qualifications and regions to be able to pipeline in key demographics.
• Working with ME Leadership Team and acting as a key resource and liaison to functional areas of the business, building cross-functional relationships with partnership and global counterparts in all lines of service
Role Objective: Successfully lead the regional implementation of Mars global Talent Acquisition Strategy for Saudi, UAE and South Africa.
Whilst aiding in the development of a new applicant tracking system, in line with a TA Global governance framework and ensuring synergy
with regional practice. Built and leveraged global partnership and networks, to identify needs and drove alignment around strategy, process
and implementation. Harmonized all segments falling under Mars Wrigley’s for Middle East & South Africa to create an individual country
standard around TA process across segments. Following the roll out of the new model, was responsible in leading the delivery of Line
Role objectives: Heading the recruitment department, senior level industry hires and global recruitment and overseeing business
school/university campus cycles from core schools worldwide.
Key Responsibilities
• Overseeing and supporting MBA and AC recruiters, maintaining overview of targets and strategies acrossstreams.
• Attending headcount/pipeline meetings and preparing all data to provide overview of progress against targets to partner/leadership
teams.
• Playing senior advisor role to leadership on recruiting practices/programs and resource allocation.
• Planning and implementing specific GCC hiring initiatives to meet long-term office objectives, maneuvering where needed to suit
geopolitical issues.
• Managing the marketing strategy of the company on regional campuses and in local/global market
• Managing recruiting budget of c.2M AED per year, including reforecast in
Role objectives: Initially working on a multi-million-dollar RPO project commissioned by the Qatari Royal Family for Sidra Hospital. Was promoted to managing IBM/Kenexa’s most mature and profitable account in the region - BP.
Key responsibilities:
• Defining, developing, planning and implementing robust recruitment strategies in line with client requirements including sourcing and screening a high quality pool of diverse candidates for both short and long term agendas.
• Developing weekly monthly and quarterly reports to present to directors, stakeholders and to the Ministry of Oil & Gas - HR subcommittee, ensuring compliance with Omani labor laws and regulatory requirements.
• Regularly traveling to work onsite at the BP offices in Oman for meetings, intakes and to conduct interviews alongside hiring managers and carrying out the HR element of the interview process.
• Manage and nurture the relationship between IBM and BP ensuring that agreed SLA’s are met and adhered to by both the IBM resourcing team and the client.
• Responsible for project managing recruitment delivery against a portfolio of requisitions with a strong focus on direct sourcing and diverse candidates in a scarce skills environment supporting both BPs Nationalisation and D&I (Diversity & Inclusion) agendas.
• Ensuring stakeholders and hiring managers are fully engaged in driving the D&I (Diversity & Inclusion) and Nationalisation strategy throughout all hiring activity.
• Onboarding candidates, running through basic BP policies and procedures as well as non technical system trainings.
• Supervising a team of recruiters and identifying their strengths in each vertical. Training them when needed and setting clear KPI’s.
• Ensuring all candidates are double checked against the requisitions and partaking in the selection process, screening against required technical standards, interviewing, assessments and managing offers.
• Working on graduate campaigns, analyzing psychometric testing and arranging internship programs to produce high quality, diverse pools of candidates
• Working on applicant tracking systems such as Sniperhire and Kenexa Brassring, to keep track of applicants and ensure quality candidate experience throughout the process in-line with BP’s Candidate Charter
Role Objectives: Account Management of all major accounts within strategy consulting and Oil & Gas sectors. Advised clients on HR best
practice, and assisted in the recruitment of professionals for multinational energy Companies. Managing a team of consultants ensuring they
are consistently meeting recruitment objectives.
Key responsibilities:
• Advising clients on the employment marketing, assisting with writing position descriptions and advising on the best recruitment
avenues for each position.
• Partnering with clients to forecast headcount plans and develops succession plans across the company.
• Assisting HR Managers in implementing of any change projects such as restructures employment transfers, new site openings &
site closures by participating in the change process.
• Assisting clients with the on-boarding process, conducting induction day, maintaining the existing relationship with the candidates
• Working with clients to Introduce innovative recruitment solutions to attract the appropriate level and quality of staff within their
organisation.
• Conducting detailed, competency based interviews and providing full candidate interview reports for clients.
• Working with key clients for high volume recruitment projects for positions throughout the Middle East as well as offshore
personnel deployment.
• Arranging psychometric testing and feeding the results back to candidates and clients
• Conducting research for gathering salary and employment trend data and presenting back to HR, and clients within blue-chip
organizations
• Manage the Recruitment function to support worldwide operations associated with the deployment of a multinational expatriate
work force for on and off shore positions particularly in the drilling field.
• Worked closely with personnel and line managers, establishing exact candidate specification, managing the candidate attraction
and recruitment process to ensure a high quality candidate experience, (increasing the chance of a successful hire and reducing
the time to hire) whilst also keeping the
Two years of a three-year course completed at 2:1 standard)
Graduated with 10