HR business partner for Navitas- Global Sales & Marketing team which comprises of over 280 employees spread across America, UK, US, Europe, MENA, China, South Asia and South east AsiaPartner with the business:> Understand business strategy and assist leaders to meet current and future business needs and work closely with business line leaders and teams> Drive HR Initiatives, solutions and programs in alignment with HR & business priorities> Provide appropriate coaching and feedback to people leaders and managers> Anticipate and manage risks associated with potential critical talent loss. Take a holistic approach to leveraging and engaging internal talent as well as understanding local markets to help the business leaders attract and retain talent> Promote employee engagement and value proposition activities> Actively promote diversity, equity and inclusion in all aspects of people and cultureProvide HR Support> Support with end to end delivery of HR Practices for the employee life cycle including workforce planning, support on boarding, talent acquisition, employee engagement, succession planning, performance management and development.> Provide expertise in managing employee relations matters and ensure an effective investigation process to deal promptly with grievances> Collaborate with people leaders on restructures to ensure that they follow all legal requirements> Lead and/or support (as appropriate) performance management of poor performing employees, including (where appropriate) the development of a Performance Improvement Plan> Set meaningful and measurable HR Objectives aligned with business goals> Provide sound, value-driven HR guidance and support to the business working closely with the leaders and their teams as trusted partner, bringing insight and advice related to people, teams and development.> Comply with Navitas Workplace Health & Safety plan and ensure it is implemented and complied

Currently handling the entire gamut of HR for Navitas, Global Sales & Marketing team which comprises of over 280 employees spread across America, UK, Europe, MENA, South Asia and SouthEast Asia.Major Achievements:> HR Processes- Standardized and streamlined various HR Processes like on-boarding/off-boarding, employee life cycle, performance and development> Implementation of BroadBean an application tracking system- Rolled out the implementation of the Recruitment platform, BroadBean for Navitas Sales & Marketing team.> Coaching & running workshops with hiring managers spread across multiple locations> iChris Data Cleanup- Successfully completed the employee data clean up/migration project for all Global Sales & Marketing team of 250 employees on iChris.> Performance & Development- Coaching & educating the regional management teams which comprises of regional directors/ divisional recruitment directors on NaviGrow- Performance & Development Framework at Navitas> Compensation & Benefit- Manage the Recruitment Incentive Plan calculation and roll out for Global Sales & Marketing team. > Engagement Surveys- Involved in conducting and running calibration sessions for YourVoice (Navitas company wide) employee engagement survey run by Gallop

Business and Strategy Alignment - Contribute to business strategy by defining an appropriate HR strategy, partnering with leaders to identify, prioritise & build organisational capabilities, behaviours, structures and processes.Culture and Engagement- Develop & promote ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience. Review & benchmark effective channels of communication for the employee group, supporting leaders to improve communication with their people.Leadership Coaching- In conjunction with the relevant Centres of Excellence, equip leaders to facilitate coaching within their teams. Talent Development & Retention- Define talent needs, & support leaders to forecast & plan their workforce & talent pipeline requirements in line with the function or business strategy. Assist leaders in providing employees with development opportunities that align with current and future business requirements. Partner with HR colleagues and business leaders to adapt packages to meet changing needs. Performance Culture -Define & drive improvements in performance culture in line with corporate principles, work with leaders to translate department strategic goals into meaningful outputs that contribute to business results. Strategic Projects- Lead key projects, reviews and initiatives to deliver change and improvements. Review and benchmark the internal and external environment, translating good practice into proposals that are aligned to HR and corporate goals. End to end accountability for HR Service- Provides strategic HR direction and performance reporting to the business unit leadership Management and committees. Creates value-adding interactions with HR department resources to meet business needs. Measures and understands success of HR policies and procedures in the business to ensure that concerned COE updates based on business needs and changes.

Performance Management- As an in-house consultant, my key focus is to drive and influence the Group's business performance, through strong partnerships and collaboration with all business units. - Job Analysis based on Position Analysis Questionnaire (PAQ) - Designing and implementing the Performance Management System (Balance Score Card) - Delivering Subject Matter Expertise with thorough understanding and seasoned interest in optimizing technology to deliver business information. - Developing the desirable strategic, operational and financial performance indicators and providing analysis and recommendations through data driven research.- Responsible for implementing the Competency Framework System within the Group, training Managers to carry out Competency Assessment, determining employee development needs and providing necessary support. - Coaching and supporting employees on their day-to-day concerns, career matters and any arising conflict within the team(s) - Conducting assessment centers to identify potential employees for promotion and classifying gaps on skill setTalent Acquisition & Development- Devised & Launched in collaboration with the Management Team the Management Training Program- Spearheading the entire cycle on on-boarding & career progression for Management Trainees- Project Planning and cross functional training - Responsible for recruitment across level at the corporate levelHR Policies & Processes- Formulation and devising of HR Policy Manual- Aligning the UAE Labour Law with the Policy ManualEmployee Relations- Launched the e-newsletter at the group level- Successfully devised and launched the Buddy & Mentor Program- Designed Orientation Program for the Management Trainees- Designed Employee Satisfaction Survey

At Alchemist, I held the position of Assistant Manager-HR, responsible for their Talent Acquisition & Management, HR Policy Formulation, Mediclaim Insurance, Orientation Process, Corporate Communication and Employee Relations. As a part of Alchemist Group (which has presence in over 10-12 businesses), I have gained rich experience working across several industries including Healthcare, Hospitality, Retail, Education, Real Estate and Aviation. Key focus areas: - Talent Acquisition & Management - Internal Communication - Orientation Program - Employee Relations - HR Policies & Procedures - Mediclaim Insurance

At DLF Hotel Holdings, I have gained voluminous experience as an HR personnel. I was in-charge for all the major fraternities of HR - be it handling Recruitment or Employee Relations, and/or coming up with the "Training Need" Analysis. I have also been involved in architecting the Performance Management System(PMS) for this group, as well as smoothly managing their Induction process.

At Emmay I was associated with the Executive Search Team which primarily caters to senior level requirements and has successfully placed numerous candidates at various levels of : Director, General Manager, Assistant General Manager, Senior Manager, etc. I gained varied exposure across industries catering to the requirements of various functional backgrounds i.e Human Resource s, Financial Planning, Operations, Sales & Marketing etc and was involved in handling the entire gamut of activities of Recruitment Cycle beginning with Client Acquisition upto confirmed placing of the candidate

Summer Trainee