Shahira Pavia

Talent Acquisition Management - Recruitment Operations
• Led a diverse team of individuals: Recruitment Lead, Recruiter, Sourcing Officer, Operations Coordinator, Business Development Coordinator (UAE National) to manage 80+ requisitions per month
• Set team KPI's based on Sourcing, Screening, Interviews, Offers weekly & monthly.
• Handled C-suite level positions from Business Heads, Chief Accountants, Head of Marketing, Operations Managers from sourcing on LinkedIn/Naukgri/Indeed
• End to End recruitment activities such as requisition management, hiring manager job briefing, salary review, job advert creation & posting, candidate management, offer negotiation and creation of contracts, employment negotiations from contract, benefits, start dates & items to be included
• Developed and implemented a robust recruitment framework, standardising processes and procedures, sourcing strategies, maintaining the ATS and internal trackers to assist with Requisition management
• Developed and documented end to end processes across all talent acquisition activities: Recruitment, Invoicing, Job Portal Management, Asset Management, Reporting,
• Created templates and document controlled: Job Descriptions, Personal Development Plans, Commission Structure, Recruitment Communications Templates
• End to end management of Walk-In Interviews in Dubai + Abu Dhabi, registering 150+ candidates: Advertising, sourcing locations, on the day registrations, event reporting
• Creation of Emirati Talent Pool database of 90+ highly skilled Emiratis across the UAE in industries such as Engineering, Marketing, Finance, HR, Learning, Government, Sales, Administration.

• Direct Reports of two Sourcing specialists and a TA Administrator, responsible of management and prioritization of 100+ requisitions across 5 business units, engaging with 40+ stakeholders ranging from Heads Of to Executive General Managers
• Created, implemented and managed KPI’s on sourcing targets, diversity targets, offers to be released, position management, time to hire.
• Lead the training & development of the TA team members to be able to provide effective assessment of candidates such as creating screening guides based on job briefing and job description requirements, then developed Technical Interview guides compromised of both Behavioral, Cultural & technical questions to expertly assess candidates and provide a balanced rating system from panel interviews
• Proving expert recruitment activities from: Job briefings, advert creation & posting, Sourcing, Talent pooling, Candidate management, Screening, Head hunting, Interview coordination, Releasing of Offers, & Onboarding activities.
• Job portal supplier management including reporting, user allocation, yearly contract negotiations with: Bayt.com, Naukrigulf, LinkedIn
• Responsible for executive recruitment of all Senior Management & Strategic positions such as GM’s, New Business Heads, Confidential replacements
• Provided input to weekly Dashboard reporting as well a monthly reports for management on Diversity, Support vs Technical, time delays, positions filled, sourcing platforms
HR Business Partnering
• Developed strategic sourcing strategies to align with forecasted Manpower requirements and hard to fill roles, ensuring active talent pools to ensure pro-active resourcing for Oil & gas Engineering, Corporate Risk and Finance/Accounting, Retail Sales and support
• Provided HR advice on internal hiring, internal promotion management, PIP, succession planning, performance management, warning letters
• Lead the salary increments and bonus review with GM’s for the business ready for submission to the Executive, board
• Point of contact for HR policies & procedures in relation to employees life cycle

• Recruitment of all positions (20+) across Oil & Gas Engineering, Environment, Safety, regulatory, Project Management Office, Commercial & Financial, Human Resources
• End to End recruitment activities such as requisition management, hiring manager job briefing, salary review, job advert creation & posting, screening, technical interview guide creation, selection, candidate management, offer negotiation and creation of contracts
• Developed Technical interview guides in line with departmental policy to assess candidates suitability based on technical and cultural fit to be used during all panel interviews and provide a fair rated assessment
• Developed & implemented onboarding process such as recruitment tracker spreadsheet management, sending payroll new employee details, providing onboarding checklist to managers, updating calendars, organizing induction checklists for Hiring Managers
• Creation of Position Descriptions and providing market industry researching of Technical Positions against Departmental policy
• Provide weekly updates on recruitment governance through weekly resourcing forums with key leadership, the project leaders
• Lead HR activities from change management, performance management and the resolution of complex, sensitive, or contentious workplace issues whilst coached and supported managers and executives on a broad range of complex HR issues such as employee performance
• Provide authoritative advice to the Project Directors on government policy, legislation, industrial awards, and departmental policies
• Identify & coordination of internal movements of employees onto and within the project ranging from Higher Duties, Re-Classification, Promotions including the implementation of talent and succession planning strategies, in line with budget approvals, and to the workforce planning objectives.
Workforce Planning
• Developed a 12 month and a 24 month workforce plan, conducted a resourcing needs analysis, seeking approval from Executive Management and receiving endorsement

• Managed a team of 8 HR Advisors and Recruiters across Australia and management of 800 field employees
• Developed a targeted & national recruitment strategy in alignment with workforce plan of projects as advised by the client, continually updated & tracked monthly/quarterly targets
• Responsible for recruitment of all Senior positions such as Executive Management, Departmental Leads, Technical Engineering Roles - estimate 10 roles per month
• Managed the bulk recruitment activity of all Field Personnel, actively recruiting 30+ positions per month: Advertising strategy, Interviewing, Coordinating Operations Management, Onboarding activities such as payroll, training & new starter packs
• Implemented recruitment focused KPI’s and targets per recruiter to align with the business needs - sourcing, candidates interviews, offers, re-hires
• Running recruitment campaigns nationally to source best talent in Oil & Gas based on market research activities
• Delivery of strategic workforce planning for Australian Operations rigs to ensure upcoming recruitment gaps, sick coverage or last minute client requirements are met
HR Management:
• Directly responsible for the performance management programs for Australian offices and field based employees
• Engaged with Contract/Bid Department personnel and provide accurate personnel costing for tender documents
• Management and counselling employees regarding matters such as training, promotion, and non-conformance of employment conditions
• Oversee Performance Management of Field Staff: Improvement plans, re-alignment conversations, demotion/promotions, HR investigations, manage Industrial Relations claims and assist with Legal proceedings including seeking external advice on a range of employment matters from Contractual changes, EA changes
• Coaching and mentoring of Field Crews inclusive of Field Management - how they can support their teams
Key Achievements
• Developed & facilitated a communication & engagement process for a major organisational change and redesign effort to build alignment for a customer focused vision and strategy across a workforce with a reduction of 40%
• Reduced travel related accruals from 800k+ a month to 175k, which resulted in closing out 1.5M in outstanding purchase orders
• Implemented stringent financial process for Travel bookings with a spend of est 250 - 300k per month across 12 rigs
• Reduced payroll queries/ errors from 15+ to less than 1 per pay run, implemented team ‘double-checking’ process to catch any errors