Nada Hamad

Achievements:

• Built the TA Data function from grounds up
• Working full-time while studying for my Masters degree in Big Data and Business Analytics, and applying my studies for the Data TA Project
• Reviewed the whole TA process and made needed operational improvements and communication upgrades
• Built an Onboarding and a Training material for new Talent Acquisition team joiners, that also works as a refresher for existing ones.

Responsibilities:

Talent Acquisition:

• Lead a team of 10 People Acquisition Specialists, Sr. Specialists, and Leads throughout their day to day activities
• Manage and alter if needed the TA process, interviewing process, assessments and assessments tools, etc
• Manage candidate experience, through survey tools, and reviewing Glassdoor reviews of candidates
• Meet with hiring managers on a weekly basis to decide recruitment needs, agree on JD, qualifications, assessment and interviewing process to shorten the time needed to fill existing positions based on MPP previously prepared
• Ensure the whole team achieves set OKRs:

- 100% MPP Completion

- TTH

- Quality of Hire

Data:

• Building a Data-Led TA department by building the whole data foundation for the department starting from putting the vision and mission, to launching dashboards, setting metrics, analyzing data, building data roadmap, and training the team
• Built a Data Studio dashboard to give visibility to hiring managers and Department Heads on hiring status in their departments, and to take them through a journey of numbers and stats on a weekly basis
• Conduct salary surveys in the market to help rewards team with role reevaluations
• Systems and tools being used:

- Looker Studio

- G-Sheets, and Excel

Systems:

• Exposure to new systems such as:

- Lever & Pinpoint as an ATS

- Thrive as a Psychometric Testing tool

- Personio & Lattice for Team Development, Org structure, etc.

- Sanity as a Job Posting tool

- HiPeople as a reference checking tool

• Leading the ATS change project (to accommodate our hyper-growth in hiring)

Achievements:

• Launch the Non-Food vertical from scratch by hiring all staff members from Sales Executives up to Head level in 7 countries (Egypt, UAE, Jordan, Kuwait, Oman,
• Bahrain, Qatar)
• Consistently scored 4-Exceeds expectations in all yearly performance reviews as well as mid-year reviews
• Worked on all departments hiring, from CS, Sales, Business Functions, Tech & product, Logistics, new verticals launch, etc…
• Got promoted to Manager Talent Acquisition and offered to move to talabat HQ in Dubai, UAE.

Responsibilities:

Talent Acquisition:

• Lead a team of 6 People Acquisition Associates, Specialists and Sr. Specialists throughout their day to day activities
• Manage TA process starting from pre-sourcing, sourcing, pooling, throughout system-keeping, communication with candidates and hiring managers, interviewing, up until offering and handing over to onboarding
• Meet with hiring managers periodically to decide recruitment needs, agree on JD, qualifications, assessment and interviewing process to shorten the time needed to fill existing positions based on MPP previously prepared
• Responsible for hiring Managerial, Head, and Director positions
• Responsible for workforce management of Non-Food Vertical staff hiring, including capacity and shifts planning
• Ensure team achieves set OKRs:

- 100% MPP Completion

- 30 days on TTH

- 30% on Gender Diversity

- 30% on Internal Hiring

- 100% on System Usage

Data:

• Responsible for Monthly, Quarterly, Semi-Annual, and Annual Performance reviews on behalf of the TA function, by gathering numbers from TA leads, showcase achievements against set OKRs, listing blockers and fixes, and building presentations to go out to business and C- suite executives
• Built Looker Studio dashboard to give visibility to country MDs on the hiring status in their countries, and to take them through a journey of numbers and stats on a weekly basis
• Conduct salary surveys in the market to help rewards team with role reevaluations
• Systems and tools being used:

- Tableau

- Looker Studio

- G-Sheets, and Excel

- Workday Reports

- Windows AX (For MPP Management)

Systems:

• SME for Workday, work closely with the people systems team to constantly make changes and upgrades to the systems, fix bugs, and automate the whole process from Job requisition creation to offering
• SME for Windows AX, to manage MPP updates with the finance team
• Work on Hirevue as a video interviewing tool
• Work on Tableau to run needed reports for performance management, and the business needs.

Achievements:

• Launched the logistics service at Otlob Egypt, hiring all staff members starting from Delivery Team leads up to hiring the Logistics Director in 2 months
• Hired 140 Sales team members in a month and a half with my team to accommodate urgent change of plans and hyper-growth in the department
• Consistently scored 4-Exceeds expectations in all yearly performance reviews as well as mid-year reviews
• Got promoted to People Acquisition Supervisor

Responsibilities:

• Hiring for Delivery Hero group brands: Otlob - talabat - Delivery Hero - Carriage - Hungerstation
• Supervise and coach a team of 4 People Acquisition Coordinators/Specialists, as well as the recruitment process starting from sourcing, pooling, throughout communication with candidates and hiring managers, interviewing, up until offering and offering
• Responsible for workforce management of logistics staff hiring, including capacity and shifts planning
• Prepare a monthly review with accurate numbers of hiring, internal transfers, and attrition rates of each company (Otlob, talabat, Carriage, & HungerStation), along with presenting the achievements of the team and the challenges faced, and the plans for the upcoming month
• Plan interview and selection procedures, including screening calls, assessments and in-person interviews

Responsibilities:

• Hiring for Delivery Hero group brands: Otlob - talabat - Delivery Hero - Carriage - Hungerstation
• Supervise and coach a team of 4 People Acquisition Coordinators/Specialists, as well as the recruitment process starting from sourcing, pooling, throughout communication with candidates and hiring managers, interviewing, up until offering and offering
• Responsible for workforce management of logistics staff hiring, including capacity and shifts planning
• Prepare a monthly review with accurate numbers of hiring, internal transfers, and attrition rates of each company (Otlob, talabat, Carriage, & HungerStation), along with presenting the achievements of the team and the challenges faced, and the plans for the upcoming month
• Plan interview and selection procedures, including screening calls, assessments and in-person interviews

Courses covered:

• Big Data Technology & Architecture
• Data Science & Advanced Analytics
• Data Science & AI
• Deep Tech & New Tech Management
• Data Visualization
• Data Management
• Business Performance Analytics
• Digital Transformation
• Leadership in a digital environment
• Big Data and Analytics from business and industry perspective
• Customer Analytics

Augmented Courses covered:

• Techniques & Methodologies: Agile and Design Thinking
• Neuroscience for Business
• Managing an Innovation Portfolio
• Organizational Growth Mindset & Cultural Change