Sparrows Group: October 2020 – January 2022HR Specialist Organizational Integration: Successfully integrated across geographies in Covid times – MEICAP, Europe and USA establishing steady and credible working relationships with key stakeholders and staff. Built and developed trust with members of the Executive Leadership Team. Worked independently to facilitate discussion and collaboration on identification and development of successors, high potentials using the 9 Box metric.Executive Coach to leaders within the Executive Leadership Team and managers within the regions especially focusing on enhancing readiness and integration within new roles. Created a positive climate by encouraging collaboration and integration across regions through the launch of internal trainings facilitated by SME’s based within the corporate organization. Introduction of HR Processes:• Succession Planning: In process of developing and deploying enterprise wide succession management process.• Management of High Potentials within the business: In process of developing and deploying processes to enhance high potential engagement.• Improving Team Dynamics using multiple Personality Assessments. Learning and Development:• Leadership Academy: in support of the organizational strategy to accelerate development of talent enterprise wide, sourced, launched and executed Sparrows Leadership Academy. This included Leadership buy in and content alignment with Sparrows principles and operating guidelines.• Performance Management: Positively influenced managers to complete and provide timely feedback to employees. Revised the performance feedback form to include organizational and personal goals. Published metrics to enhance visibility and commitment towards process.• Probation Management: Simplified the Probation Process

• Managing a team of 6 personnel my responsibilities include the complete management of the talent management department• Implementation of the company succession planning program• Implementation of the company performance management process• Managing the company graduate program • Working with managers to conduct learning needs analysis within their area • Evaluate the impact of learning and talent development initiatives on the business • Executive coaching • Facilitate leadership development programs • Facilitate internal learning events and workshops, delivering content as appropriate • Support managers and individuals in developing career plans• Develop and Implement regional recruitment strategy • Lead the effort of liaising with hiring managers to support current recruitment needs • Working with managers to proactively identifying future talent needs (bench strength capability)• Managing the recruitment life-cycle of initial assessment, interview and selection.