QAM Technology, operating as Aircod Technology, SWIUS, and Sublime, specializes in staff augmentation and software development, offering telecom solutions, IT consulting, and software services with 500+ employees. 6 direct reports | $1M HR budget | $2M in payroll, total rewards, and benefits programs. Lead HR strategy and programs for 5 divisions across NYC, Panama, UAE, and Saudi Arabia (300+ employees in 26 states). Act as a strategic HR partner to the executive leadership team, providing expert guidance on talent management, workforce planning, employee relations, and organizational development to drive business success. Risk management, compliance, succession planning, talent & performance management, change management, training, employee relations, compensation, and HR policy updates. Key Achievements: • Onboarded 300+ tech employees in 10 months, setting a record pace. • Reduced hiring timelines by 50%, enhancing organizational agility. • Designed global leadership programs, increasing internal promotions by 30%. • Enhanced onboarding and productivity through enhanced performance analytics. Operational Leadership: • Enhanced global HR operations by seamlessly integrating ATS with ERP-HRIS for enhanced efficiency. Led cross-functional teams to drive cultural and operational transformation, boosting performance and efficiency. effectiveness.

SCALED START-UP'S HR DEPARTMENT TO ACCOMMODATE EXPONENTIAL COMPANY GROWTH. Led 400% workforce expansion, from 50 to 1500+ Partnered with managers to draft 50+ job descriptions and establish new salary bands. Accelerated time to hire 50%; cut $400K+ in recruitment costs by formalizing recruitment and onboarding processes. Enhanced employee retention and supported business growth while minimizing risk Advised leadership on HR strategies, ensuring regulatory compliance and optimizing policies. Developed HR analytics to optimize costs, accelerate hiring, and enhance engagement. Implemented CPR & AED training programs, ensuring office readiness with required supplies. Ensured zero adverse legal actions for 5 years running with 100% federal and state legal compliance. Ensured HR policy compliance, administration of procedures, handbook, investigations, and employee relations programs aligned with organizational goals and strategic vision. Managed and resolved internal investigations and complex employee relations issues. Headed HR shift from paper-based documentation to 100% digital, saving time and money. Reduced benefits administration costs and 401(k) fees 20%.

HR/Talent Development:

Designed and implemented a comprehensive training and development program resulting in a measurable increase in employee skill levels and performance.
Established a robust talent acquisition strategy leading to a significant reduction in time-to-fill key positions.
Introduced innovative retention strategies that reduced employee turnover by a notable percentage.
Implemented performance management systems that improved employee productivity and engagement.

Industrial Relations/Employee Relations:

Successfully negotiated and finalized labor contracts resulting in improved relations between the company and labor unions/employees.
Developed and implemented conflict resolution mechanisms leading to a reduction in workplace disputes and grievances.
Created initiatives fostering a positive work culture and increased employee satisfaction.

Compliance:

Ensured adherence to all local labor laws, regulatory compliance, and internal policies across departments.
Led initiatives to achieve and maintain certifications or accreditations related to labor standards or workplace safety.
Conducted comprehensive audits ensuring compliance in HR/IR practices.

Health, Safety, and Environment (HSE):

Implemented robust health and safety protocols resulting in a reduction in workplace accidents/incidents.
Developed and executed emergency response plans that enhanced workplace safety and minimized risks.
Spearheaded sustainability initiatives leading to environmental conservation and community engagement.

Cross-Cultural Leadership:

Successfully managed diverse teams across different cultural backgrounds, fostering inclusivity and unity.
Conducted cross-cultural training programs improving intercultural communication and understanding within the organization.

Senior HR Leader | Industrial Relations | Employee Engagement | Health, Safety & Compliance Implemented Adidas policies across regions, ensuring compliance with global labor standards and ethical practices. Led HR, IR, ER, and HSE for multi-country operations, managing workforce, policy compliance, and risk mitigation. Enhanced labor relations, employee satisfaction, retention, and productivity through effective labor negotiations. Reduced workplace disputes by 95% through proactive conflict resolution and labor law compliance strategies. Developed and implemented HSE protocols, enhancing safety culture, reducing accidents, and improving overall safety standards. Negotiated 100% successful labor contracts, ensuring workforce stability and operational continuity. Strengthened employee engagement initiatives, driving a measurable reduction in turnover and increasing retention. Core Competencies: Labor Law Compliance | HR Policy Implementation | Workforce Planning | Talent Retention | Risk & Crisis Management | Employee Advocacy | EHS Compliance | HR Strategy & Operations. Shaping and executing HR strategies that foster organizational success while driving an engaging and productive environment.

Recruited to direct HR for, HK, China, US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Manage $135K budget. As Global VP HR C Lead Business Partner, with 5 HRBPs and a team of 25 HR generalists my responsibilities included managing the end-to-end Talent management process, Rewards function, PRMS, Employee Life Cycle Management, Workforce Planning, Development and Implementation of HR Strategy, C Managing Global Mobility. HR Organization Leadership: International HR Launch: Created HR organization – recruitment, staffing, onboarding, and training – for both expatriates and local national hires in HK, China, and USA. Organization Transformation: Enabled operational change essential to a $5M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion. Post-Acquisition HR Integration: Streamlined integration of ERP Systems, belle’s largest-ever acquisition at the time. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans. M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts. Achievements: ▪ Developed a culture of high performance by aligning the EVP with the Employee Lifecycle ▪ Implemented state of the art Talent Management practices ▪ Focused on developing our Future Leaders Developed a comprehensive Competency Framework and aligned all our TCD and Performance Management activities with it

Belle International Holdings Limited is a leading women’s shoe retailer in China, with 22% domestic market share and 3,828 retail outlets across 150 cities. The company operates 35 stores in Hong Kong, Macau, and the US, generating US$1.5 billion in revenue in 2009. Belle employs 71,789 individuals globally. Led talent acquisition, retention, engagement, L&D, leadership development, performance, and compensation strategies. Developed and implemented D&I initiatives. Delivered data insights to CEO, Board, and executive leadership. Fostered rollout of Integrated Performance Management Process for APJ, Chinaka and Americas. Enabled underperforming sales teams to exceed targets and drive revenue-95% acceptance overall even with countries offering severance packages for employees staying in same entity. Revamped regional sales recruitment strategies to enhance talent acquisition efficiency and alignment with business goals. Fueled APJ, USA integration into a new company. Streamlined benefits, compensation, and country-specific HR policies. Led integration efforts, conducted due diligence for Offer Process and Divestiture Policies. Plan Grew China, HK, USA R&D/Services 90% headcount in 1 year, saving $60M. Supported EMS offshore strategy. Established staffing Key Achievements: Aligned EVP with Employee Lifecycle to foster a high-performance culture. Implemented advanced Talent Management practices and focused on developing Future Leaders. Established a Competency Framework to align TCD and Performance Management activities. Diversity & Inclusion (D&I) strategy: Key Results in Year 1 • Increased women in management from X% to 35% through targeted recruitment. • 50% of leadership roles in hiring panels filled by women. • Launched a Women’s Leadership Program, enrolling 100+ high-potential women. • Reduced gender pay gap by 10% through structured compensation reviews. • Enhanced workplace inclusivity score by 15% from employee surveys.

Led end-to-end recruitment and training for 500 employees on a German highway project, specializing in iOS development, mobile development, GIS digitization, and RF engineering. • Provided HR consulting and talent acquisition for an IT & software firm with $58.4M revenue. • Implemented e-commerce solutions for USA property operations. • Key Technologies: JavaScript, HTML, PHP, ASP.NET, Google Analytics, reCAPTCHA, Google Maps, Google Tag Manager, Cloudflare CDN.

As Head of HR my accomplishments at Dubai Refreshment P.J.S.C., the Pepsi Cola bottler in Dubai, UAE, typically oversees various human resources functions and initiatives. My  potential accomplishments in this role  include:

Talent Acquisition and Development: Implementing innovative recruitment strategies, enhancing the hiring process, and fostering talent development programs to attract and retain top-tier employees.
Employee Engagement and Retention: Initiating programs to improve employee satisfaction, creating a positive work culture, and implementing retention strategies to reduce turnover.
Training and Development: Establishing robust training programs, including leadership development, skill enhancement workshops, and continuous learning initiatives to improve employee capabilities and career progression.
HR Policy and Compliance: Overseeing the development and implementation of HR policies, ensuring compliance with local labor laws and company regulations.
Performance Management: Designing and implementing performance appraisal systems, providing feedback mechanisms, and facilitating performance improvement plans.
Diversity, Equity, and Inclusion (DEI) Initiatives: Driving initiatives to promote diversity, equity, and inclusion within the workplace, fostering an environment of equality and belonging for all employees.
Change Management: Leading HR initiatives during times of organizational change, such as mergers, acquisitions, or restructuring, ensuring smooth transitions and minimal disruption to employees.
Cost Optimization and Efficiency: Implementing cost-effective HR strategies while ensuring operational efficiency within the HR department.
Employee Wellness Programs: Introducing wellness initiatives to enhance employee health and well-being, which can include mental health support, fitness programs, and work-life balance initiatives.

DRC is a leading F&B manufacturing and distribution company in the lower gulf. More significant is the fact that the company introduced the Pepsi range of products to the UAE and has been doing the same successfully for almost 60 years. Achievement: Transformational Talent Acquisition and Organizational Development. • Led strategic talent acquisition & organizational development, reducing time-to-fill by 80% within a year. • Developed & launched an employee development program, increasing internal promotions by 20% and reducing turnover by 15%. • Strengthened employer branding, boosting candidate engagement by 40% and expanding the talent pool. • Restructured the organization for efficiency, improving operations by 25%. • Implemented retention strategies (career development & mentorship), enhancing satisfaction & retention by 18%. • Integrated data-driven recruitment, improving hire quality and reducing cost-per-hire by 25%. • Hired 300+ blue-collar workers across multiple countries while ensuring full labor law compliance. • Managed onboarding, health & wellness initiatives, and compliance with local labor laws. • Drove localization & diversity, achieving 20% women in leadership roles. • Introduced new compensation & benefits structures and implemented an in-house LMS system. • Boosted productivity via time-motion studies and automated HR documentation processes. • Delivered orientation programs and built an internal training & development framework. • Designed and implemented 3-year & 5-year succession plans, achieving a 90% retention rate.

My Overall, achievements of as an HR Employee Relationship Manager at EIB bank I measured by the successful retention and development of talented employees, effective management of employee performance, attraction of new talent, and the promotion of a positive and inclusive workplace culture. Employee Engagement and Satisfaction: Developed and implemented employee engagement initiatives that resulted in increased employee satisfaction and morale. Conducted regular surveys to measure employee satisfaction levels and identified areas for improvement. ❖ Conflict Resolution: Successfully resolved employee conflicts and grievances by implementing a fair and transparent process. Developed effective communication channels to address employee concerns promptly, fostering a positive work environment. ❖ Performance Management: Implemented a performance management system that aligned with Islamic banking principles, ensuring clear performance expectations and fair evaluations. Implemented development plans and coaching programs to enhance employee performance and career growth. ❖ Training and Development: Designed and delivered training programs tailored to the needs of employees in an Islamic banking environment. Developed a comprehensive learning and development strategy to enhance employee skills and competencies. ❖ Compliance and Shariah Compliance: Ensured compliance with HR policies, labor laws, and Shariah principles applicable to the banking industry. Collaborated with the Shariah department to ensure HR practices aligned with Islamic ethical standards. ❖ Talent Management: Implemented talent management strategies, including succession planning and career development programs, to identify and groom high-potential employees for future leadership roles. Developed a robust talent pipeline within the organization. ❖ Diversity and Inclusion: Promoted diversity and inclusion initiatives within the organization, ensuring equal opportunities for employees from different backgrounds. Developed policies and practices that supported a diverse and inclusive work environment. ❖ Employee Well-being Programs: Implemented employee well-being programs, including work-life balance initiatives, stress management programs, and health and wellness campaigns. Ensured employees' physical and mental well-being

Managed organization-wide initiatives in Employee Engagement, Talent Management, L&D (conventional & Islamic Banking), and successful CBUAE audits. Resolved employee conflicts through fair processes, fostering a positive work environment. Partnered closely with HR Business Partners to turnaround region performance, driving success of banking branch. Led initiatives for employee relations, recruitment, training, progressive discipline, terminations, and labor law compliance. Implemented performance improvement plans. Oversaw adherence to corporate policies and management practices. SCALED START-UP'S HR DEPARTMENT TO ACCOMMODATE EXPONENTIAL COMPANY GROWTH. Slashed employee turnover 15% with YoY declines while increasing engagement. Established programs for employee wellness, internships, mentoring, Key role in producing $1.5M in savings by facilitating 3 reductions in force. Recruited, trained, and developed 12 new team members, including region's top-producing employee relationship manager. Boosted branch operational efficiency 25%, leveraging time and productivity tracking system. Established and Implemented performance action plans, enhanced staffing models, and realigned staff to suitable job titles. Navigated team to pass audit following 2 failed audits under previous manager. Developed and Implemented new policies and procedures, provided leadership and coaching to teams, and advised leaders on best practices. 

Baby Shop UAE LLC is a part of one of the largest retail chains among the countries in the Gulf Co-operation Council (GCC). . The Company deals in child wear and baby care products having 16 retail outlets and employs above 590 employees spread over the UAE. Baby shop is part of the Landmark Gulf Group and has a turnover of over one billion by itself. Key Responsibilities: ❖ Responsible for the entire gamut of functions in Human Resources for the Babyshop Concept of Landmark Gulf Group for UAE territory as well as advise and provide support to the HR Function in GCC. ❖ Responsible for the sourcing of manpower needs for the business by validating manpower plans, preparing job descriptions, identifying the most cost-effective mode of recruitment and adhering to time lines. ❖ Drive the training function for the business by designing, developing and delivering appropriate training interventions aimed at upgrading the skill & knowledge base of employees in the company. ❖ Responsible for instilling rigour in the performance management process of the business by ensuring the setting of “SMART” objectives, training managers in conducting appraisals, and ensuring reviews as per time lines. ❖ Responsible for presenting a fair & firm face of management to the line managers and staff by redressing employee grievances as well as initiating disciplinary action against erring employees. ❖ Working out compensation revision proposals for the staff & store managers in line with budgets received from corporate office. ❖ Advise Line Managers as well as staff on HR policies & procedures thereby ensuring effective implementation. ❖ Implementation of HRMS – Oracle. Primary Challenges: ❖ Streamlining HR activities and establishing credibility for the HR Function. ❖ Building a cohesive unit by facilitating the aligning of individual’s strengths and activities towards team purpose. ❖ Measuring the pulse of the employees with a view to maintain high morale of over 590 employees. ❖ Upgrade knowledge base of employees and facilitate a learning environment. ❖ Develop & Implement a Fast Track Management Scheme for the Business. ❖ Provide HR support and consultation to other baby shop stores in G.C.C. Key Results/ Achievements: ❖ Designed, developed and delivered training programmers ranging from half day to two days on Induction, Time Management, Leadership Skills, and Team working to the 39 Area / Store Managers as well as Customer Service to the 590 staff employees of the company. These modules were also forwarded to other stores in G.C.C. ❖ Recruited over 150 sales associates worldwide including those from Philippines, Egypt, SriLanka, Nepal as well as India to meet business needs after preparing detailed organograms for each stores and clear job descriptions for each role. ❖ Facilitated the process of making of modules on product knowledge for all 5 major departments of the business. ❖ Initiated the process of circle meetings every fortnight amongst staff employees with a view to provide recognition as well as opportunities of expression to high performers. Conceptualized and implemented a Fast Track Management Scheme resulting in delivering of over 10 managers to the business. ❖ Worked along with Corporate IT department to implement HRMS – Oracle. ❖ Successfully streamlined systems pertaining to recruitment, training and performance management by instilling rigour in the process and thereby ensuring credibility to the activities. Created policy and procedures manual including sections on terms of employment, health & safety, staff accommodation, recruitment for store/regional managers in order to reduce the num

As part of Land Mark Group Baby Shop, leading baby and child store in the Middle East., a global leaders in children's wear top international brands,235 stores across 16 countries in the Middle East & Africa, with 4,432+ employees committed to customer satisfaction and 2.9 million sq. ft. of retail space for baby fashion and essentials. Lead Europe, the Middle East, and Africa HR functions for largest entities of Baby Shop. Manage end-to-end People Strategy for UAE Middle East, and Africa regions while driving tech and non-tech hiring strategy and execution-780+ joiners in UAE (2008) and 250+ joiners (2009) globally. Steer Global Talent Acquisition for all entities, except UK. In 1-year, propelled employee surveys at departmental levels to 88% satisfaction for company lacking survey or talent strategy. Challenged to hire 50+ staff for NOC center. Clarified and redefined HR team roles and responsibilities. Built core project teams. Established 25+ policies on SharePoint site. Communicated every Monday. Introduced debriefs to ensure that recruiters and managers were coordinated. Trimmed interview process and constructed campus hiring strategy. Reassignment HR activities, improving team cohesion for 3000+ employees, and delivered training on induction, time management, leadership, and teamwork across G.C.C. stores. Recruited 150+ global sales associates and promoted 10+ managers through a Fast Track Management Scheme and product knowledge modules. Collaborated with IT for Oracle HRMS implementation and enhanced recruitment, training, and performance management systems for increased HR productivity

Facilitated career development workshops (resume building, interview techniques, job search strategies) to enhance student employability. Built employer relationships to create job and internship opportunities, improving graduate employment rates. Managed student progress and career placement data to track the success of career services forts.