We support and empower parents and caregivers of children with special needs by crafting exclusive events and experiences for our families. We provide a supportive environment for individuals to build their BALANCE their way by becoming more resourceful and allowing them to lead fulfilling lives.We strive to empower our community by speaking professionally, offering events and learning opportunities, and providing coaching and mentoring services. Our goal is to create n inclusive environment where families like ours can come together, learn from each other, and find the strength to face any challenge.As an executive coach and Mentor, I offer guidance and support to parents of children with special or additional needs, like myself. I aim to empower parents and carers to navigate the unique challenges and opportunities of raising children with disabilities.

Chief Engagement Officer, using this role to craft extraordinary employee engagement experiences.

- Current project: rebranding and pivoting various companies, upleveling their services to disrupt their clients’ experience. - Design, deliver and edit services of learning programs for maximum yield. - Currently having fun working with industries, hungry for the luxury hospitality touch while designing and delivering their employees’ and customers’ experience. - I'm also experimenting with infusing training materials with neuro linguistic programming. - Facilitating impactful conversations and reflections around leadership and engagement topics of the day. - Executive Coaching for entrepreneurs, transitioning and stay-put professionals, exploring their own performance.- Constantly being curious about what's old, new and useful for professionals.- Passion project - helping (working) parents of children with special needs.

- Implement the 70-20-10 learning approach which requires managing the change in our training culture at Kempinski and impacting the quality of our guests' experience, quantified through guest feedback, mystery shops and internal auditing.- Redesigned the (now blended) employee onboarding sessions to launch the company's new brand beliefs and brand immersion program. - Re-crafted the Train the Trainer course focusing on adult learning principles and enhancing training on the job, which is measured through employee engagement/participation.- Work with hotel trainers to enhance the use of the company's e-learning system for technical skills, increasing average pass rates for online assessments and the completion of practical assessments and courses.- Leadership management projects include designing and launching General Manager Master Classes, implementing and continuously improving corporate web conference calls for the training and quality leaders, which have gone on to become global practices to share knowledge and best practices and implemented monthly one to one coaching calls with training managers across the region.- Project management for pre-opening/take over projects: Riyadh, Damman, Cairo, Beirut, Accra, Kigali, Kinshasa, Muscat and Doha. - Guide senior leadership through the new development programs implemented through SHL assessments and subsequent individual development plans based on the new leadership competency framework.

- Recruit, facilitate transfers and onboard the training managers, ensuring they are able to effectively do the same for all colleagues in their own units.- Designed and implemented self and peer assessments for training, to help onboard new trainers and measure the status quo of existing training operations.- Coordinate the annual Trainers Academy, to showcase best practices and further develop the skills of our Training teams.- Coach hotel training managers through business planning, ensuring training investments address the correct needs and contribute to the business results of their units.- Worked with the corporate office to implement the internal auditing system for our guest experiences.- Partnered with operations champions to ensure the successful relaunch of Kempinski's Guest Loyalty Discovery program.

- Designed, developed, facilitated and evaluated training, particularly for orientation, departmental trainers and supervisors. This included job aids to achieve internal goals, e.g. Manager on Duty checklists, department induction manuals and training checklists, etc. - Achieved targets for LQA (Leading Quality Assurance) - through coordinating the internal audits and action plans. - To fulfil local government requirements, I worked with Environment, Health & Safety and Food Hygiene Managers to ensure their training initiatives were effective to achieve their energy, HACCP and OSHA targets.- Represented the company on recruitment trips to South Africa and Kenya.

- Responsible for multiple roles: Training, Quality Assurance (maintenance of the ISO 9001:2008 certificate), Recruitment and Employee Welfare for 3 resorts and 1 entertainment district containing 1300 employees.- Revived the language training program and training facilities with 2 full-time English Teachers and 1 full-time Russian Teacher. - Coordinated with the Egyptian Tourism Federation and the Ministry of Tourism to conduct mass training for line employees and managers; setting up eCornell for managers and AMIDEAST TOEIC evaluation and courses for managers who need to improve their English before enrolling on the eCornell courses.- Coordinated Six Sigma Lean Green Belt training with Motorola University for 8 managers and followed up coaching sessions. - Updated recruitment system: adjusted job requisitions, redesigned application forms, recruitment tests, press advertisements and reports. - Completed Savoy’s registration process with POEA (Philippines Overseas Employees Administration) to allow us to legally hire Philippine nationals for the first time – 5-month project.- Initiated and coordinated visits to universities and Hotel Institutions in Alexandria for Savoy’s Summer Internship Program 2009 – subsequently selected over 50 trainees that summer.

- Performed multiple L&D roles in the Maldives, Mumbai, Mauritius and Seychelles including cross exposure at sister properties in Cairo and Sharm el-Sheikh in Egypt. - Projects in the Maldives included a post-tsunami expatriation exercise, transferring 250 employees to sister hotels around the world including USA, Canada, UK, France, China, Malaysia, Singapore, Thailand, Saudi Arabia, Egypt and Qatar. - Deployed an Apprenticeship Program of which, 75% of graduates were hired by the company and its success prompted the Maldivian government to request assistance to write a white paper to support a national Apprenticeship Program sponsored by the Asian Development Bank. - In Mumbai, implemented a mass internship and apprenticeship program where almost all employees were fresh graduates from hotel schools, who were on an extremely organized 18-month work experience program.- Worked for 5 pre-opening projects, specializing in Orientation, Supervisory and Management programs. - Was responsible for initiatives such as the Guest Experience and Employee Competency - ASPECT Programs, setting up and designing the Users Guides for the corporate Standards Testing Database.- Launched the corporate LMS and e-learning programs provided by SkillsSoft & Harvard Mentor and for administering budgets as high as 120,000 USD.