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I have successfully spearheaded the creation and implementation of cutting-edge talent development strategies while overseeing the formulation of functional competency matrices that intricately align competencies with performance and instructional design. Authored and copyrighted a comprehensive Competency Framework incorporating 21st Century Skills. Conceptualized and produced more than 30 hours of Leadership and Business development content. Delivered an impressive tally of over 300 hours of coaching and mentoring sessions. Presented over 30 in-person seminars and conducted 25 webinars. Pioneered the development of Talent Development processes, policies, and procedures, assuring their continual relevance, effective communication, and compliance with legal and best practice standards. Secured the prestigious Assured Model accreditation from the Institute of Leadership Management (ILM-UK) for our fully online Leadership Development Program. Skillfully managed an operational budget of USD 750K.

I serve as the primary point of contact responsible for driving Human Capital Information Technology objectives and programs, collaborating closely with business leaders to facilitate the achievement of both business objectives and HR Performance Improvement. Delivered over 50 hours of coaching and mentoring to the Human Capital Section Heads, enhancing their skills and performance. Functioned as a trusted consultant for the business leadership team, focusing on optimizing people-related strategies and initiatives. Successfully redefined HR Key Performance Indicators (KPIs) to align with evolving organizational goals. Revamped the recruitment and onboarding processes to align with SAP SuccessFactors, streamlining talent acquisition and integration. Spearheaded the rollout of all HR IT initiatives, taking charge of project planning and ensuring successful delivery. Collaborated closely with the HR director to support the implementation of new and evolving initiatives aimed at advancing HR capabilities and effectiveness.

I played a pivotal role in shaping the ADMA-OPCO Leadership and Talent Pipeline, overseeing the development and execution of targeted programs for Leadership, Talent, and Competency Management. My work involved a thorough analysis of the business impact, encompassing leadership pipeline assessment across all organizational levels in alignment with our strategic business objectives. Conceived and implemented the Leadership Aspiration Management Program (LAMP), driving leadership development within the organization. Established the Competency Assurance Management System (CAMS), which included Assessment and Verification Framework among other components. Acted as a core consultant in the design of the Corporate Leadership Development Program for First- and Middle-Line Managers Orchestrated an Executive Development Program focused on Succession Planning. Crafted common leadership framework guidelines for ADNOC group companies, promoting consistency in leadership practices. Innovatively redefined an accelerated Leadership Program, resulting in significant cost savings of $5000 per participant through collaboration with IMD-Swiss. Conducted a paperless survey to assess the effectiveness of the Talent Management Program and gauge Employee Satisfaction, utilizing modern technology to gather valuable insights.

I have been instrumental in driving the strategic execution of HR management and development projects on a global scale. Collaborating closely with Regional Directors, I contributed to the design and development of regional and local HR processes, fostering a cohesive and efficient approach to talent management. My efforts included implementing processes to regularly review talent profiles across functions and regions, thereby enhancing visibility and encouraging internal career progression. As a result, we witnessed a remarkable 30% increase in the number of internal hires. Additionally, I spearheaded the design, selection, and implementation of a high-potential development program, nurturing the growth of top talent within the organization. Successfully recruiting professionals at various levels across the globe, ensuring we have the right talent in place to meet our organizational needs. Launching an internationally recognized perfume brand named "Retzie," expanding our product portfolio into new markets. Managing and overseeing complex hotel construction projects valued at 53 million dollars, demonstrating my project management skills and commitment to delivering successful outcomes.

I played a pivotal role in facilitating recruitment projects for ADNOC Group Companies, leveraging my expertise to secure new client contracts. My approach involved not only managing client expectations but also designing outcome measures that served as both pre- and post-assessments for individuals recruited, ensuring the recruitment process was not only effective but also continually improving. In addition to my recruitment responsibilities, I developed an extensive repository of resources and creative content to support the creation of various training programs. My contributions extended to the development of impactful group facilitation techniques and experiential learning activities, enhancing the effectiveness of our training initiatives. One notable achievement was the design and delivery of a bespoke "Executive Administrator Development Program" that received approval from the Ministry of Education. This five-week program catered to multinational employees, equipping them with the skills and knowledge needed for success in executive administrative roles