In my role as Chief People Officer at VIXICHAIN, I am responsible for driving the HR strategy to support our company's rapid growth and innovation. I oversee all aspects of human resources, including talent management, employee relations, and organizational development. My mission is to build a strong, inclusive company culture where every employee feels valued and empowered to succeed.

Leading the development of organizational change management projectsFacilitating professional development workshops for high level management including executives coaching, team building, communication skills and collaboration methodologies.Aligning leadership and board of directors according to organizational objectives for a high-performing organizationProviding services of consulting on the areas of, but not limited to:• Formulating effective work processes• Definition of Role and Responsibilities and organizational structure• Employees Skills Development plans• Leadership Skills Development plans• Standardizing and improving Sales and Service processes• Escorting change processes within a changing environment• Identifying business opportunities, strengths and weaknesses

Leading the operations, drive improvement and build the capability of an integrated HR Shared Services team which manages employee related systems and transactions for a diversified and multifaceted business. Successfully developing and executing corporate HR strategies for Panaya’s employees W/WRecruiting - Leading the strategic streamlined and enhanced hiring process by reducing ‘time to fill’. Redesigning ‘New Hire Orientation’ to improve employee experience and organizational knowledgeProviding business direction and educating stakeholders at all levels, on employee and labor relations issues, contract negotiations and policy implementation.Strategy - Primary responsibility for developing and aligning the people strategy to drive business performance across multiple locations - locally and internationally.Performance Management - Leading the strategy, design and development of talent and performance management system.Wellbeing Culture - Building a work plan of wellbeing integration into organization culture, while engaging employees and creating links between wellbeing to important organizational outcomes, such as productivity, health, and employee retentionMain achievements: Building a Hiring Center to support all recruitments process, Implementation of a new hiring system, Wellbeing program and Company Event, resulting in 30% time to hire reduction

Responsible for all Human Resources and Labor Relations activity at the University and provide Human Resources development and support for the management team and across the organization.A builder, designer and entrepreneur, with professional experience in leading Human Resources strategy. Skillful in building teams and coaxing out talents. Experience in –Restructuring and stable company environments, Relationship Management, Executive Coaching, Workforce Planning, Talent Acquisition, Performance Management and Compensation creative problem solving, Employee Relations, Compensation and Benefits, Performance Management, Training and Development, Leadership development, Conflict Management, and Wellness Strategy and Initiatives. Leading Change and Managing Transition. Demonstrated success partnering with senior leadership, administrators, faculty and staff at multiple levels. Values-driven leader with team-focused approach to decision-making and problem-solving. Proven ability to navigate and appreciate varied organizational cultures within an institution. I welcome professional contacts with HR executives and professionals from academic organizations who would like to share their experience and the challenges of Higher Education in order to learn from one another. Key areas of professional focus: Developing Executive and Academic leadership talent, Student employability, Faculty Leaders career development and organizational improvement of higher education institutions.

VP HR at ‘BAGIR GROUP’ - A global innovative tailoring providerUnder my responsebilitiy:Organizational Development - leading cross-organizational processes; lead, develop and implement the HR strategy and programs; structuring company management integration; Strengthening of unified organizational framework amongst all branches; Improvement of global organizational communication. Recruitment – Leading all employment aspects including global hiring targets, planning and recruiting of senior management, supporting internal promotions; management level career planning process.Training- Responsibility for organizational training needs analysis process, execution of professional courses program, management development and customized trainings. Compensation and Benefits management - establishing and monitoring compensation modules while leading companywide C&B project Employee Evaluation - leading and monitoring a bi-annual employee performance evaluation programHuman Resources leadership - Organizational Culture definition, HR Information management, lead of cross company plans of : Welfare & Social responsibility • Legal & employee relations • HR systems and processes Implementation.I was a member of Senior Management, reporting directly to the CEO.The proven strong interpersonal relationships I have plus the ability to build meaningful connections with people at all levels helped me to promote and lead to sucsses HR units in many and varied roles.I am experienced in initiation of HR processes to promote the organization's business goals. I bring value, deep engagements, extensive experience in global compnies, and familiarity with diffrent culturs, Multi-location responsibilities, leadership of employee-retention, compensation and benefits, definition and diagnosis of key employees, leading of comprehensive employee lifecycle programs.

Management development – in-house training activities and coordination of external workshops.Organizational development – Implementing training programs for inter-cultural work environments. Guidance and support for managers in ongoing team processes according to company strategy.Evaluation processes – Implemetation of compay compensation and benefits policy and strategy. Initiation of company employee evaluation processes and retention policy of key employees.Recruitment –direct responsibility for manager level recruitment and supervision of company recruitment processes.Budget management of off-shore activities globally.Retention- Leading employee retention processes and conducting employee satisfaction analysis.Welfare initiatives at division level utilizing relevant external supplier.

Organizational development - leading cross-organizational processes; HR Support for employees; internal communication; structuring company management integration; Strengthening of unified organizational framework amongst branches; Improvement of global organizational communications Recruitment – planning and recruiting of senior management including supporting internal promotions; management level career planning process.Training- Responsibility for organizational training requirements: professional courses, management development, employee performance evaluations and customized trainings Personal assistant to CEO