FTI Group consolidated as Europe’s 3rd largest tour operator with business in hotels, DMC, SaaS and financial companies, across 23 countries, revenues of €4bn and 12,000 employees. Strategy: Responsible for directing & overseeing people strategies, people compliance, processes, policies and practices across the entire organization at global scale in 23 countries, 12,000 colleagues and +60 hotels.  Leadership: Managed and developed a remote global Talent & Culture team of 207 operational and functional HR staff and its budget, including talent acquisition, people development, performance management, compensation and benefits, employer branding, employee communication, business partnership, people analytics, change management & engagement. Change and Culture: Created a positive work culture that resulted in changes on the engagement KPI, from eNPS of (-1) to an eNPS of (+34) in 2 years, which drove retention, 75% of the seasonal workforce (5,000 staff) returned for the next season in 2024 vs 36% in 2023. Introduction of new set of values & behaviours, a new competency framework along with the alignment of all people processes and polices with the new strategy. Compensation and Benefits: Defined and managed pay and benefits including global salary reviews/benchmarking, incentives and bonus schemes. Improved the people budget, by monitoring costs, headcount utilization, cost per process, compensation and budget governance.  Business transformation: Delivered a business OD restructure across 23 countries and 3 business units, aligning people & positions with the new strategy and the global grade structure. Main sponsor of the design, configuration and successful implementation of the Global HRIS (Microsoft Dynamics & iCIMS). Building people capability: Upgraded the learning offering and the onboarding plans.  Talent Management Developed and implemented the employee branding programme and improved the talent recruiting capabilities.

 Business transformation: Designed, directed and delivered the HR business transformation by bringing consistent, best practice processes and regulatory compliance to diverse global businesses. Brought 61 legal entities across 19 countries to a single HR applications suite comprising of: WorkForce Software for time and attendance and scheduling, OpenText and SAP SuccessFactors (employee central, recruitment, on-boarding, talent and succession management, learning management, performance management, benefits, compensation, variable pay and employee central service centre).  Leadership: Managed local and international senior stakeholders across diverse lines of business (airline, travel, airport operations, and catering). Building people capability: Accountable for HR change management, process design, process efficiency, HR implementation plan and risk management; while ensuring compliance with local legislation, data protection and group governance. Budget: Responsible for the HRIS budget, vendor management and company representative for HR ERP related activities.

 Leadership: Provided HR leadership and strategic business support for dnata Airport Operations UAE, and dnata Airport Operations International (Far East, Americas, Europe, and Middle East). Directed international and local HR teams to deliver business aligned HR services for 27,000 colleagues (9 local and 12 remote HR Business Partners). Strategy: Led the HR initiatives for company expansion and M&A projects as well as startup destinations (i.e. Brazing, Canda and some cities in NA), ensuring seamless talent acquisition, compliance, cultural onboarding and staff development. Designed and implemented metric based people strategies including learning and development, compensation management, organizational design, process reengineering, employee relations and manpower planning projects.  Building people capability: Led the talent programme for dnata Airport Operations including leadership development, talent management, employee engagement, succession planning, high potential identification, executive coaching, and group facilitation. M&A: Led HR mergers and acquisition activities and related end to end processes.

 Led an HR Business Support team of 7 for Emirates Airline Engineering, supporting 4,500+ staff and directly responsible for all HR activities including Employee Engagement, Talent and Development, Remuneration and Support Services, Staff Welfare, Organization Design and Workforce Planning. Support business growth and operational targets by forecasting manpower resources, skill requirements, organizational reviews and providing direction on people aspects for departmental productivity improvement plans. Facilitated development planning for senior and high-potential executives. Advised and coached line management in the people strategy planning and day-to-day people management in order to achieve operational goals.Achievements Reengineered manpower planning activities at Emirates Engineering to achieve a benefit of 44,000 additional man-hours. Developed the ELITE programme, - a Leadership Development Program for Engineers. Delivered an internal communication programme that promoted branding, integration of multiple teams, knowledge sharing and new ideas.

 Designed and implemented the recruitment strategy to manage the redeployment activity for 3,000 employees impacted by large organisation restructures, advised on best practice and cost-effective selection tools, which would strengthen the calibre of selected talent. Advised stakeholders on best practice and strategy to engage the target talent pool, taking into account cultural and market insights, budget and delivery deadlines.Achievements Achieved an AED 10m cost saving on new hire costs during the implementation of a major secondment program.

 Led the Psychology department programs to provide services to a school of 1,600 students and 250 staff. Led the development and assessment of top talent including the identification of high-potential employees. Introduced a strategy to improve diversity and manage talent retention within the organisation.

 Direct and develop an HR team of 12, directly responsible for all HR areas including: Recruitment, Training and Development, Remuneration and Support Services and Staff Welfare. Responsible for the development and implementation of people strategies in line with people KPIs and Organizational targets.

-Clinical Psychology with clinical focus in providing mental health care to children, professional support to families in addition to pro-active support, advice and guidance to a team of health professionals. -Clinical diagnostics and evaluation.