ذو القرنين مالك

Growth Path: Talent Acquisition Specialist to Lead Talent Acquisition (Jul’25)

Strategic Talent Acquisition & Governance
• Spearheading talent acquisition for 200+ critical hires, including 95 senior leadership roles, directly reporting to Senior VP Talent Management
• Partnering with division heads on annual manpower planning to align hiring with core operational needs and strategic goals
• Prioritizing Women in Leadership and driving Emiratization initiatives to meet TAQA’s compliance and build a diverse, future-ready workforce
• Authoring recruitment policies and standardized tools to ensure consistent, high-quality hiring practices across the organization
• Leading pre-post-merger HR integration, realigning culture and processes to unify the organization

Operational Excellence & Team Leadership
• Leading team of 14 (10 recruiters, 4 admin), mentored team members to elevate their strategic sourcing and assessment skills, boosting overall team performance
• Managing full recruitment cycle for key roles, from initial headhunting to successful onboarding
• Translating recruitment data into actionable insights; present bi-weekly dashboards to executives to guide strategic decisions
• Overhauling hiring workflows with new tools, cutting time-to-fill by 25% and increasing quality applications by 30%
• Maintaining 90% candidate satisfaction score via rigorous quality control of deliverables
• Upskilled hiring managers with training on selection best practices

Compliance & Risk Mitigation
• Auditing recruitment requests against actual vacancies and organization charts to prevent redundant hiring and control costs
• Mitigating restructuring risk by mapping existing talent to new structures, minimizing disruption
• Tracking post-merger talent performance to validate that acquisition value targets are being met
• Guaranteeing all hiring activity strictly adheres to regulatory mandates, budget approvals, and internal governance

Growth Path: Recruitment Specialist to Senior Recruitment Specialist (Mar’18)

Strategic Recruitment & Policy Development
• Designed recruitment policies for Nawah Energy Company, adhering to nuclear sector standards
• Developed standardized selection tools, assessments, and testing methodologies
• Led benchmarking with Abu Dhabi International Airport to incorporate safety protocols
• Created compensation matrices and hiring policies to enhance recruitment efficiency
• Resolved audit findings by implementing enhanced contractor hiring processes

High-Stakes Hiring & Operational Excellence
• Exceeded hiring targets by 85% for Power Block in Plant Units 1 & 2
• Managed recruitment for 50+ senior leadership roles, cutting costs
• Conducted technical interviews and reference checks for operations-critical roles
• Negotiated managerial job offers for pay equity
• Forecasted attrition risks, prioritizing critical hires for timely projects.

Governance & Cross-Functional Leadership
• Mapped organizational charts for CNO Project, aligning workforce planning with strategic goals
• Investigated recruitment grievances and audits, ensuring compliance with UAE Nuclear standards
• Centralized contractor hiring under TA team, preventing unethical practices
• Trained as Qualified Procedures Reviewer, optimizing recruitment workflows
• Served as SME for complex recruitment issues, bridging HR, management, and candidates

Growth Path: Recruitment Officer to Senior Recruitment Officer (May’15)

Strategic Leadership Hiring & Executive Search
• Led executive recruitment (Manager to C-level) in 11 Middle East countries, focusing on Corporate, MEP, Civil, and O&G sectors
• Headhunted senior roles (CFO, COO, CCO, Directors) with strict confidentiality
• Created database of high-caliber candidates for leadership positions
• Researched labor laws, cultural norms and relocation protocols for compliance

Process Optimization & Workforce Planning
• Revamped recruitment policies for efficiency in vacancy fulfillment
• Standardized job descriptions for consistency across regions
• Analyzed recruitment metrics and reported quarterly to management
• Conducted workforce planning to align hiring with business needs

End-to-End Talent Sourcing & Operational Recruitment
• Managed recruitment for corporate and technical roles through various sourcing methods
• Organized Recruitment Open Days in UAE, KSA, Qatar, and Lebanon for bulk hiring
• Screened and coordinated interviews, facilitating efficient hiring timelines
• Maintained segmented CV database for quick talent access

• Streamlined payroll for accuracy, managed attendance, leave and medical insurance
• Overhauled HR policies, enhancing Compensation & Benefits, Travel, Leave, and employment contracts
• Led HR compliance for business expansion; managed licensing and setup for UAE entities

• Achieved sales while maintaining superior service levels and FCR’s
• Trained new hires to enhance team performance and customer satisfaction
• Resolved complex customer issues and escalated critical technical problems
• Drove cross-selling of Etisalat products

• Generated new business by prospecting companies and promoting Bayt.com’s recruitment solutions
• Conducted client needs analysis, delivered tailored proposals, and managed live product demos to drive conversions