Maryam Ali

New Projects

· Led the successful launch of 4 additional Ajyal ESE schools- directed the end-to-end recruitment and onboarding processes for 350 staff members, ensuring meticulous attention to detail and adherence to project timelines.

· Developed and executed a comprehensive staffing plan, addressing diverse role requirements, from teachers to administrative staff, fostering a collaborative and skilled workforce.

· Collaborated seamlessly with cross-functional teams to ensure the alignment of recruitment strategies with the overall objectives of the schools and Taaleem.

· Implemented innovative onboarding initiatives, including tailored orientation programs, to integrate new hires seamlessly into the dynamic work culture of Taaleem.

· Currently the project lead for 2 new premium schools, 2 new projected Ajyal ESE schools, and 2 school expansion projects.

People and culture

· Initiated the use of regular employee wellness and overall happiness surveys in order to understand the current levels of engagement and happiness of the workforce and to determine the areas of improvement to support a positive culture.

· Developed and execute a long-term people and culture strategy that supports company plans and creates tangible value for all stakeholders and contributes to the EVP and wellbeing of staff.

· Designed and implemented performance management and compensation/total reward structures and practices that align individual and team efforts with organisational goals and their market value.

· Spearheaded the seamless transition of group medical insurance for a workforce of over 2000 employees, elevating the standard of health coverage, from employee feedback, while meticulously managing costs within budgetary constraints.

· Pioneered and directed a diverse range of well-being initiatives and projects dedicated to enhancing employee health, wellness, and overall happiness.

Strategic Planning and Execution

· Proactively identified emerging trends in the talent market and adjusted recruitment strategies to stay ahead of the competition, ensuring access to a diverse pool of candidates.

· Led the planning and execution of both overseas and local job fairs, enhancing Taaleem's visibility in the talent market and attracting a diverse pool of candidates.

· Leveraged these events to establish relationships with educational institutions and industry partners, creating a robust talent pipeline for current and future recruitment needs.

Onboarding Strategy Development

· Successfully redesigned the onboarding process to ensure transparency and upfront information delivery.

· Developed comprehensive employee packs, providing detailed information about the onboarding process and their journey with Taaleem.

· Authored Taaleem's onboarding booklet, offering a step-by-step guide from the interview stage to the end of the probation period.

· Pioneered the "Coffee Morning with your HR" live MSTeams sessions as a creative approach to group onboarding calls. Conducted four highly successful sessions, facilitating interactive discussions and addressing Frequently Asked Questions (FAQs) to ensure a smooth onboarding experience.

Internal Talent Development and Mobility

· Revolutionised talent mobility in Taaleem by introducing and implementing an internal transfer policy, fostering organic growth opportunities and processes within Taaleem.

· Collaborated with department heads to identify suitable candidates for internal mobility, enhancing employee satisfaction and retention while ensuring a more agile organisational structure.

· Developed and implemented mentorship programs with key School Principals to identify and nurture emerging talent, creating a talent pool for future leadership roles.

Satisfaction Metrics

· Engineered a series of streamlined recruitment processes and service level agreements (SLAs), significantly reducing the time-to-fill for critical positions, and creating a transparent commitment driven talent acquisition process.

· Instituted key performance indicators (KPIs) to assess the effectiveness of recruitment processes, platforms, and strategies, resulting in a 15% increase in overall hiring manager satisfaction.

· Received the highest satisfaction score across all support functions in the 2022 YourVoice survey from all Taaleem employees.

· Regularly reviewed and refined KPIs based on feedback, ensuring continuous improvement and alignment with organisational goals.

Compliance and Policy Overhaul

· Conducted a comprehensive review of existing policies, identifying discrepancies and outdated practices, resulting in the republishing of 13 comprehensive policy packs within my first year at Taaleem. Each policy pack included the policy document, SOP, presentation deck, templates, and forms, ensuring clarity and adherence to legal standards.

· Rewrote all employee contract templates across Taaleem to adhere to the changes in the UAE labour law.

Compensation and Benefits Restructuring

· Conducted a thorough market analysis to align the compensation and benefits model with industry standards and budgetary constraints.

· Implemented changes that enhanced employee satisfaction and retention while remaining cost-effective, resulting a huge decrease in turnover during our annual staff intentions process.

Established Taaleem's competency framework

· Designed and implemented a competency framework aligning employee skills and capabilities with organisational goals, enhancing performance management and talent development.

· Developed a system that integrated performance management, talent development, and succession planning, creating a unified approach to employee development and career progression.

• Onboarding: Developed and implemented a comprehensive onboarding and training programs, reducing new hire ramp-up time by 30% and increasing employee retention rates during a short term and very demanding project.
• HR Systems & Technology: Led the successful integration of new HR technologies, including an HRIS system and e-learning platform, streamlining processes and enhancing access to learning resources for employees.
• Training Program Development and Delivery: Collaborated with stakeholders to identify training needs and objectives aligned with organisational goals. Developed comprehensive training plans and materials utilising a variety of instructional techniques and delivery methods.
• Performance Evaluation: Designed and implemented evaluation mechanisms to assess the effectiveness of training initiatives. Gathered feedback from participants and stakeholders to identify areas for improvement and measure the impact of training on employee performance and business outcomes.
• Employee Development: Partnered with managers and HR Business Partners to support employee development initiatives and succession planning efforts. Provided coaching and guidance to employees seeking to enhance their skills and advance their careers within the organisation.
• Wellbeing: Implemented a well-being program focused on mental health awareness and support, resulting in a 15% decrease in absenteeism and a notable improvement in overall employee satisfaction scores.

• Collaborated with designated business areas to address HR needs, providing counsel on performance management, employment policies, employee engagement, compensation/rewards, recognition, and employee relations.
• Worked collaboratively with HR colleagues and management to design, implement, administer, and deliver global talent management programs and processes, ensuring alignment with goals, strategy, and business needs.
• Championed an exceptional employee experience and supported a diverse and inclusive workforce.
• Established, built, and maintained positive relationships across the organization, offering consistent support, partnership, and guidance to designated business areas and HR colleagues.
• Managed the execution of performance management strategy through key processes, including performance snapshots, coaching, and rewards.
• Advised business areas on compensation philosophy and pay practices, ensuring alignment, pay equity, meritocracy, and high-quality feedback and coaching.
• Counseled staff and management regarding employee inquiries, ensuring consistent interpretation and application of employment policy.
• Provided prompt and effective problem resolution with actionable solutions, conducting formal investigations when necessary.
• Coached management in facilitation of constructive dialogue and resolution of workplace conflict, ensuring corrective strategies fostered trust and accountability.
• Collaborated with HR Business Partner team to fulfill initiatives, including Great Place to Work® certification, employee engagement activities, executive summaries and reporting, employee pulse surveys, and updates to manuals, guides, and tools.
• Contributed to continuous improvement by identifying trends in the employee experience to tailor programs and services to address employee needs.
• Collaborated with Talent Acquisition to ensure a satisfactory onboarding experience for new hires and managed transition in cooperation with hiring managers.
• Initiated and/or supported employee development plans and related activities in collaboration with Talent Development.
• Participated in workforce planning with designated business areas.
• Supported designated business areas through change and team building initiatives.
• Managed offboarding process, facilitated comprehensive experience discussions, and leveraged insights to improve retention efforts.
• Worked with Corporate Learning team to design and deliver training programs as necessary.
• Completed special projects and facilitated information sessions and focus groups as assigned.
• Maintained confidentiality and ensured satisfactory record-keeping by maintaining adequate documentation and filing.

• Strategic Development: Collaborated closely with the VP HR to formulate and execute a comprehensive people strategy, aligning it with Unilever's business objectives and addressing the evolving needs of our workforce. This strategic alignment contributed to a 15% increase in employee satisfaction scores over the course of two years.
• Policy Enhancement: Ensured the continuous improvement of HR procedures and policies to maintain relevance and effectiveness in a dynamic business environment. Implemented streamlined processes that resulted in a 20% reduction in administrative overhead within the HR department.
• HR Risk Mitigation: Proactively identified and addressed key HR issues to prevent potential disruptions to company goals and mitigate costly events. Implemented risk management protocols that resulted in a 30% reduction in HR-related legal disputes.
• Compensation System Review: Collaborated with the VP HR to review and enhance Unilever's compensation systems and benchmarks periodically, aiming to foster employee motivation, retention, and attraction. These efforts led to a 10% improvement in employee retention rates within targeted departments.
• Leadership Development: Played a pivotal role in the development and enhancement of leadership and mentorship programs, nurturing talent and promoting organizational growth. These initiatives resulted in a 25% increase in internal promotions to leadership positions within the company.
• Operational Oversight: Managed the daily workflow of the HR department in Europe, optimizing onboarding processes and streamlining general HR operations. Implemented efficiency measures that reduced onboarding time by 15% and improved employee satisfaction with the onboarding experience.
• Compliance Management: Ensured strict adherence to local regulations, particularly in managing the French works council, and implemented processes to comply with legal requirements. Maintained a 100% compliance rate with all local labor laws and regulations.
• Professional Development: Created and implemented professional development plans for all direct reports to support their growth and career advancement. This resulted in a 20% increase in employee engagement and job satisfaction among HR staff.
• Corporate HR Processes: Ensured compliance and implementation of key corporate HR processes, including objective setting, performance management, talent planning, recruitment actions, and compensation changes. Achieved a 95% completion rate for all corporate HR processes within designated timelines.
• Recruitment Management: Oversaw recruitment processes, ensuring the acquisition of top talent to meet organizational needs. Implemented innovative recruitment strategies that resulted in a 30% reduction in time-to-fill for critical positions.
• Dismissal Management: Managed dismissals in collaboration with the Corporate Legal department and external legal counsel, ensuring adherence to legal procedures and protecting the company's interests. Successfully navigated complex dismissal cases with a 98% success rate in mitigating legal risks.
• Cultural Development: Contributed to designing programs and fostering a company culture that was inclusive, open, and welcoming to all employees, promoting diversity and employee engagement. Implemented diversity and inclusion initiatives that resulted in a 20% increase in employee satisfaction with company culture.