I provide strategic advisory services to Service Line Leaders, Hiring Managers, and People Partners, resulting in the successful hiring of highly qualified candidates. I have a proven track record of designing and implementing effective target operating models that drive increased efficiency and productivity.A key aspect of my work has been championing the organization's Inclusion, Diversity, and Equity efforts. Through my initiatives, I have achieved remarkable results, including a significant increase in female representation, with 45% women and 11% Emiratis contributing to nationalization efforts. One of my notable achievements has been building a brand-new talent acquisition team, which has greatly enhanced our hiring processes in terms of efficiency and effectiveness. Additionally, I have developed tailored Internship and Graduate Programs, providing valuable opportunities for aspiring professionals to grow and excel.I developed service line-specific talent sourcing strategies, resulting in a more targeted and successful hiring process. By leveraging innovative sources such as YouTube, Google, and #sourcing, I have expanded our talent pool, bringing in a more diverse range of highly qualified candidates.Through my efforts, I have achieved substantial agency spend savings of 4.0 million, optimizing our recruitment budget. Furthermore, I have significantly contributed to the firm's talent diversity, with 50% of the workforce comprising individuals who have joined within the past year.

The Resourcing Leaders 100 (RL100) is Europe’s leading peer network for senior in-house resourcing leaders. Committed to creating positive change in the world of resourcing, the RL100 aims to elevate the standard of resourcing at all levels and raise the profile of resourcing as a profession.In 2023, the RL100 expanded its reach to introduce the RL100 Middle East, consisting of 100 new leaders aiming to make positive strides in the world of Talent Acquisition.

As a Core Committee Member and Head of Learning Circles at the NHRDN Dubai Chapter, I collaborate with HR professionals to organize and lead dynamic learning circles focused on capability development. I facilitate knowledge-sharing and networking opportunities to strengthen the HR ecosystem across the United Arab Emirates. I encourage collaboration and foster professional growth among our community members by implementing innovative strategies.

In an era of disruption, I have contributed to the building of greatness by assembling an exceptional and diverse talent pool to launch the first-ever digital banking start-up in Saudi Arabia successfully. Playing a pivotal role in building the digital tech practice, I provided expert advice to the CTO and Head of Development on Talent acquisition.One of my key achievements was sourcing, interviewing, and onboarding over 125 highly skilled tech professionals within a span of seven months. Through execution and timely decision-making, I ensured the efficient growth of the team, enabling the start-up to meet its objectives.In addition, I actively participated in the selection process of core banking systems, assisting in shortlisting reliable and efficient options that aligned with the start-up's goals. This contributed to establishing a solid foundation for the digital banking platform.I designed and implemented a streamlined sourcing, interviewing, and offer process to optimize the hiring process. This resulted in a faster and more efficient hiring cycle, reducing time-to-fill and ensuring a seamless candidate experience.Recognizing the importance of productivity and collaboration, I was involved in implementing an Agile framework, specifically the Spotify model, to enhance the team's productivity. This framework facilitated efficient delivery and consistently high-quality output.

I developed and executed highly effective talent acquisition strategies for the Middle East and Africa, successfully recruiting highly skilled candidates to meet organizational goals. A key achievement of mine has been the establishment of procedures to source and build external succession pipelines for leadership roles directly. This strategic approach has ensured a strong talent pipeline for critical positions, guaranteeing continuity and growth.Recognizing the importance of diversity, I have implemented innovative sourcing strategies and hiring processes to improve diverse slate policies in markets such as South Africa. These efforts have resulted in a more diverse candidate pool, fostering an inclusive and equitable hiring environment.Additionally, I have played a pivotal role in relaunching the hiring of graduates and interns programs. I have created a successful and robust program that attracts top talent to the organization. This initiative has contributed to talent development and ensured a fresh and innovative perspective within the team.

Prepared plans for clients to integrate and build new target operating model for organizational change assisted by four management consultants and three interns. Led design thinking and Envision Studios to design future operating prototype, establishing change objectives, finding and resolving barriers, creating transformation roadmap, and secure meaningful and focused stakeholder messaging. Determined employee consultation strategies, produced market listening reports, and performance management tasks. Devised organizational structures, leadership analysis, and training needs.

Strategized and initiated talent acquisition programs for global business services and global markets for Middle East and Africa aimed at attracting talent for consulting, services, business development, high-end technology, account leader, associate partner, and partners with P&L background. Taught and upskilled five-recruiter-talent acquisition team to guarantee smooth execution including guidance on processes and policies.

Developed methods to set up and revive employee referral bonus program aimed at changing high dependence on and increased cost of using outside agencies for recruiting candidates.• Increased ERBP usage from 6% to 46% highest ever in IBM India history

Directed global technology service recruitment efforts ensuring proper staffing levels to manage high-volume footfall during weekends ensuring selected candidate paperwork reached centralized location to process guidelines logistics and security for a large pool of candidates,• Hired more than 12,000 delivery professionals between 2010 and 2012.

Collaborated with leading NGOs and industry associations including NASSCOM and CII to spearhead an initiative to raise diversity in global business service integrated centers.• Conceptualized and executed a hiring day for candidates with disabilities and women-only hiring calendar across seven states in India

Managed global business service delivery center with SAP, business analytics, and optimization functions and Oracle ISV. We managed the selection process for about 2000 candidates in a week across India• Onboarded 2,000 employees in September 2010

Led recruitment operations for three of five brands. Recruited, interviewed, hired, trained, coached, and managed eight-person niche and high-end technology staff. • Reduced average hiring time from 180 days to 90.• Built talent pipeline for ready to hire a high-end technologist

Managed 14 consultants providing voice-based technical support and guaranteeing team achieved prescribed goals for customers in United States.• Helped coordinate Manila AOL call center including training and developing agents handling tech calls.• Ranked among the top 25 agents in Bangalore center.

Working with CEO’s of Small-Scale Industries, enticing them to participate as a cluster