United Arab Emirates
People Strategy & Talent Leader with experience across global consulting and multinational environments including McKinsey & Company and GlaxoSmithKline. At McKinsey, I lead workforce planning and performance processes across the Middle East, partnering with senior stakeholders to align talent deployment with business priorities. I drive regional staffing strategy, optimize utilization through data-led insights, and enable cross-office mobility to enhance productivity and organizational agility. Previously at GlaxoSmithKline, I managed end-to-end talent acquisition across functions and seniority levels while strengthening recruitment governance across international markets. I delivered process improvements that reduced turnaround times and enhanced hiring effectiveness. My expertise spans workforce planning, HR business partnering, talent acquisition, and people strategy, with a focus on building scalable, high-performing talent systems that drive measurable business outcomes.
-Managed end-to-end staffing and resource allocation for over 150+ consultants across the Middle East region (Dubai, Riyadh, Cairo, Karachi and Kuwait) ensuring 100% alignment of consultant skills with client project requirements and business objectives. -Built and maintained strategic relationships with 10+ office leaders and key stakeholders to deliver data-driven staffing decisions, resulting in a 15% improvement in utilization rates and higher client satisfaction scores. -Partnered cross-functionally with Professional Development (PD) Managers, Recruitment, and Learning & Development teams across 5 regional hubs, enhancing staffing efficiency by 20% through better coordination, talent mapping, and skills development programs. -Led process optimization initiatives within the staffing framework, streamlining new hire onboarding for 250+ consultants annually, implementing an improved integration model, and leading the Annual Review Committee to ensure consistent performance management and career progression pathways.
-Standardized GSK recruitment policies across 10+ countries in North America and LATAM, ensuring 100% compliance with local labor laws and corporate governance standards, while driving a 25% improvement in process consistency and recruitment cycle efficiency. -Managed the global recruitment risk register, monitoring and reporting 50+ potential risk items quarterly to the leadership and compliance teams, resulting in a 30% reduction in policy breaches and improved risk mitigation tracking. -Conducted a comprehensive audit and review of recruitment policies across multiple markets, ensuring alignment with local legislature and global HR best practices, which led to zero compliance violations during annual audits and enhanced recruiter accountability.
-Conducted over 120 strategy and intake meetings with hiring managers and business leaders across multiple functions to define role requirements, develop targeted sourcing strategies, and ensure alignment with workforce planning goals. -Managed end-to-end recruitment lifecycle for 100+ mid- to senior-level roles annually, from talent sourcing and screening to offer negotiation and onboarding, maintaining an average time-to-fill of 35 days and achieving 95% hiring manager satisfaction. -Championed Inclusion & Diversity (I&D) initiatives throughout the recruitment process—implementing inclusive hiring practices, conducting unconscious bias training sessions, and influencing manager decision-making, which contributed to a 20% increase in diverse hires year-over-year. -Leveraged Power BI dashboards to analyze recruitment metrics such as time-to-hire, cost-per-hire, source effectiveness, and candidate conversion rates; identified key process bottlenecks and drove 15% efficiency improvement through data-driven insights.
• Led Joiners, Leavers, and Transfer processes for Pakistan, optimizing vendor deliverables for CoD requirements. • Implemented improvements to onboarding and offboarding procedures, introducing virtual sessions and online transactions. • Co-authored new HR policies and presented them to the Leadership Team in an HR Lets Talk Forum.
Managing and planning students' co curriculars, assisting in development of marketing material for the institution, recognizing development opportunities for students and connecting them to relevant organizations