Shahdan Zahran

Talent Acquisition:
• Review and align with business leaders and HR business partners in manpower planning
• Owning the people acquisition process and tracking tools to ensure the delivery of a robust and effective recruitment process
• Driving all aspects of the HR agenda for AMET region (Africa, Middle East, Turkey, and Arabia) while; Liaising with CoE's
(Rewards, Talent Acquisition, HR Shared Services) to ensure that all HR activities function in the most optimal way.
• Continuously develop networks/partnerships to actively build a database/pipeline of candidates and the ATS company
brand.
• Recruit and perform talent acquisition activities such as resume & phone screens, candidate interviews, recommend final
selection of applicants and close qualified candidates.
• Act as WD focal point and SAP user, manage testing of ATS during migration of data and implementation of success factors.
Engagement and Culture:
• Manage and constantly improve our recruitment process to ensure a streamlined sourcing and hiring process
• Deliver a best employee experience to all candidates, ensuring clarity on all hiring process, while promoting Lipton EVP.
• Be a culture champion and transformation sponsor, through utilization of effective programs and initiatives to increase
employee engagement and ensure a positive growing work environment.
Team Leadership:
• Lead a team of specialists across the region who are responsible for the day-to-day delivery of talent sourcing plan and
further develop an effective business partnership model.
• Create and maintain SLA and key performance indicators - ensuring external good practice and thinking are reflected
internally.

Managed the entire recruitment service for a variety of well reputable clients in the market in different fields, in which I
demonstrated capability of quality hiring and maintained long-term relationships with clients.
• Approached and partnered with new clients to expand portfolio and closed deals with existing ones in a reasonable time-
to-fill.
• Headhunted for challenging positions and as recognized by operations manager and managing director, I made a
significant ROI by filling a key executive position in a very short duration.
• Identified sourcing plans (joined employment fairs, partnered with freelance recruiters) and made successful quality hires.
• Engaged with Promark consultants in the implementation of Performance Management System (PMS).
• Engaged with HR manager in implementation of Competency Profiling System and Talent Pool program.
• Proposed and implemented an interior branding initiative for the company which had a positive impact on the
environment and employee well-being.
• Proposed and implemented an employee Reward and Recognition program under Chairman lead, and ensured that it is
managed consistently which had a positive engagement and higher performance impact on all employees.
• Social media recruiting and headhunting (from the 1st early birds using LinkedIn for posting jobs, headhunting and
creating pages). Conducted HR interviews; developed initial employment selection tests.
• Designed training plan and facilitated Training Needs Assessment (TNAs) with the line managers and coordinated the
delivery of approved training.
• Played an integral role in organizational restructuring; such as: job analysis, job descriptions preparation, drafted HR
policies and procedures and developed “Employee Handbook”.

Organizational Development, HR Alignment and Change Management:
• Support organizational and cultural change across the company in close collaboration with the senior management.
• Support and act as an advisor to the senior and line management in their enquiries in order to serve the organization reaching
its mission, vision and goals.
• Set the HR departmental objectives as well as manage the daily operations of the department and ensure implementation of HR
solutions and initiatives in consultation with Unifert Group Head of HR and in coordination with the General Manager.
Talent Acquisition & Talent Management:
• Work with the management team to identify their needs in resources, and agree on the required competences and capabilities.
• Support all recruitment initiatives in the company, work closely with Department Heads and seek the General Manager
approval and the Group Head of HR when recruiting for line managers and other senior positions.
• Implement the Group Performance Management process to measure achievements and performance against plans and
objectives as well as support the management and employees in the evaluation process in close coordination with Unifert
Group Head of Human Resources
• Identify and develop the learning & development program after conducting a proper training needs analysis and ensure optimal
follow up for implementation and performance development in close coordination with Unifert Head of Human Resources
• Support managers and individuals in developing their career plans by setting clear development goals and follow up on
implementation.