Maryam Ali

• Lead the HR function across the Taaleem school network, directly managing all School HR Advisors and ensuring consistent, high-impact HR support aligned with the organization’s operational goals.
• Lead Taaleem’s Emiratisation strategy, having achieved 100% target compliance in Abu Dhabi. Currently driving full implementation for Dubai by developing a group-wide strategy, securing budget approvals, and gaining Senior Executive Board endorsement for long-term execution.
• Spearheading the HR Oracle integration project across all Taaleem schools, leading digital transformation initiatives that drive automation, streamline workflows, centralize HR data, and deliver real-time analytics for strategic workforce planning.
• Lead the end-to-end HR integration for all new school acquisitions and builds, currently overseeing the seamless integration of a newly acquired school, the full HR transition of the Kids First Nursery Group, and serving as the HR lead for multiple new premium school openings across the UAE. Ensure alignment of HR systems, staffing, onboarding, and culture with Taaleem standards to support operational readiness and long-term success.
• Oversee and execute the end-to-end recruitment strategy for approximately 800 new staff annually, including academic, support, and operational roles, with full accountability for workforce planning and talent forecasting.
• Architect of Taaleem’s onboarding strategy—developed branded onboarding materials, welcome packs, and orientation frameworks to enhance employee experience and reduce early attrition.
• Act as a strategic advisor to the Executive Team and School Principals, delivering guidance on workforce structures, talent development, and organizational design.
• Lead the internal mobility and talent retention framework, supporting succession planning, internal transfers, and leadership pathways within the school network.
• Conduct HR due diligence and risk management for mergers, transitions, and sensitive organizational change initiatives.
• Champion data-driven decision-making, embedding KPI dashboards, SLA monitoring, hiring manager satisfaction metrics, and insights from the annual YourVoice survey into continuous improvement cycles.
• Build cross-functional relationships with government stakeholders and educational entities to support national workforce priorities and Taaleem’s position as a top employer in the UAE.
• Introduced targeted diversity hiring approaches, enhanced EVP positioning, and streamlined HR policy frameworks in alignment with UAE labour law and Taaleem's future-focused goals.

Onboarding

• Conceptualized and implemented a comprehensive onboarding and training program, meticulously tailored to meet the demands of short-term, high-pressure projects such as Expo202.
• Achieved a remarkable 30% reduction in new hire ramp-up time while simultaneously elevating employee retention rates.
• Utilized a strategic blend of personalized training modules, mentorship programs, and immersive learning experiences to facilitate swift assimilation into organizational culture and operational workflows.

HR Systems & Technology

• Spearheaded the seamless integration of cutting-edge HR technologies, orchestrating the implementation of a state-of-the-art HRIS system and e-learning platform. This transformative initiative streamlined administrative processes and provided employees with enhanced access to dynamic learning resources.
• Demonstrated adept leadership in navigating the complexities of technology adoption, ensuring seamless implementation and maximizing the potential of new systems to drive organizational efficiency and employee empowerment.

Training Program Development and Delivery:

• Collaborated closely with key stakeholders to conduct meticulous training needs analyses, aligning development initiatives with overarching organizational objectives. Crafted comprehensive training plans and materials, employing a diverse array of instructional techniques and delivery methods to cater to varied learning styles.
• Employed a strategic blend of classroom instruction, virtual learning modules, and hands-on workshops to cultivate a culture of continuous learning and skill enhancement across all organizational levels.

Performance Evaluation

• Engineered robust evaluation mechanisms to gauge the efficacy of training initiatives, meticulously gathering feedback from participants and stakeholders alike. Leveraged data-driven insights to identify areas for enhancement and measure the tangible impact of training on employee performance and business outcomes.
• Implemented iterative feedback loops to ensure continuous improvement and alignment with evolving organizational needs, fostering a culture of accountability and excellence in learning and development initiatives.

Employee Development

• Partnered closely with managers and HR Business Partners to champion employee development initiatives and cultivate a pipeline of top-tier talent. Provided personalized coaching and guidance to employees seeking to elevate their skills and advance their careers within the organization.
• Pioneered innovative approaches to succession planning, identifying high-potential individuals and nurturing their growth trajectories through targeted developmental interventions and leadership programs.

Wellbeing

• Implemented a holistic well-being program centered around mental health awareness and support, yielding tangible improvements in employee well-being and organizational performance. Notably, achieved a 15% reduction in absenteeism and garnered substantial enhancements in overall employee satisfaction scores.
• Fostered a culture of support, providing employees with access to resources, workshops, and support networks designed to promote resilience, work-life balance, and holistic wellness during a high pressure event.

Strategic HR Leadership:

• Collaborated with designated business areas to address HR needs, providing strategic counsel on performance management, employment policies, employee engagement, compensation/rewards, recognition, and employee relations.
• Achieved a 20% increase in employee satisfaction scores through targeted interventions.

Talent Management and Retention:

• Worked collaboratively with HR colleagues and management to design, implement, administer, and deliver global talent management programs and processes.
• Resulted in a 25% improvement in talent retention rates and ensured seamless alignment with organizational goals, strategy, and business needs.

Diversity and Inclusion Advocacy:

• Championed an exceptional employee experience and supported a diverse and inclusive workforce.
• Led initiatives resulting in a 30% increase in employee engagement and a 40% rise in diversity hiring.

Stakeholder Relationship Management:

• Established, built, and maintained positive relationships across the organization.
• Offered consistent support, partnership, and guidance to designated business areas and HR colleagues, facilitating a 15% increase in cross-departmental collaboration and knowledge sharing.

Cross-functional Talent Initiatives:

• Led cross-functional initiatives in Talent Management, collaborating with various departments to streamline recruitment processes, develop leadership programs, and implement organizational development strategies.
• Achieved a 25% reduction in time-to-hire and a 20% increase in leadership bench strength.

Leadership and Learning Development:

• Designed and facilitated leadership and learning programs aimed at enhancing employee skills and fostering talent development.
• Delivered programs resulting in a 15% improvement in team performance, a 30% increase in employee satisfaction, and a much higher rate of internal promotions within the organization.

Talent Core Process Oversight:

• Demonstrated strong knowledge of talent core processes by overseeing talent acquisition, performance management, succession planning, and employee development initiatives.
• Ensured alignment with organizational goals and objectives, resulting in a 20% improvement in employee retention.

Technology-driven Talent Experience Enhancement:

• Fostered integrated Talent experiences by leveraging technology and data analytics to optimize recruitment, learning, and development processes.
• Drove efficiencies and enhanced the overall employee experience, resulting in a 20% increase in process efficiency and a 25% rise in employee engagement.

Performance Management and Rewards:

• Managed the execution of performance management strategy through key processes, including performance snapshots, coaching, and rewards.
• Achieved a 15% increase in employee performance ratings and a 10% reduction in turnover.

Compensation and Pay Equity Management:

• Advised business areas on compensation philosophy and pay practices, ensuring alignment, pay equity, meritocracy, and high-quality feedback and coaching.
• Implemented practices resulting in a 15% improvement in pay equity and a 20% increase in employee satisfaction with compensation.

Employee Relations and Conflict Resolution:

• Counseled staff and management regarding employee inquiries, ensuring consistent interpretation and application of employment policy.
• Resolved 95% of inquiries within established SLAs, maintaining compliance and fostering a positive employee experience.
• Provided prompt and effective problem resolution with actionable solutions, conducting formal investigations when necessary.

Change Management and Team Building:

• Supported designated business areas through change and team-building initiatives, fostering resilience and cohesion.
• Reduced employee turnover by 15% during periods of organizational change through targeted change management strategies.

Offboarding and Retention Efforts:

• Managed offboarding process, facilitated comprehensive experience discussions, and leveraged insights to improve retention efforts.
• Achieved a 20% reduction in voluntary turnover through exit interview analysis and targeted retention initiatives.

Training and Development Programs:

• Worked with Corporate Learning team to design and deliver training programs as necessary, ensuring alignment with organizational goals and learning objectives.
• Delivered programs resulting in a 15% increase in employee skill proficiency and a 20% improvement in training effectiveness.

Continuous Improvement Initiatives:

• Contributed to continuous improvement by identifying trends in the employee experience to tailor programs and services to address employee needs.
• Implemented initiatives resulting in a 15% increase in employee satisfaction with HR services and programs.

Onboarding and Workforce Planning:

• Collaborated with Talent Acquisition to ensure a satisfactory onboarding experience for new hires and managed transition in cooperation with hiring managers.
• Achieved a 20% improvement in new hire satisfaction scores and reduced onboarding time by 25%.
• Participated in workforce planning with designated business areas, optimizing resource allocation and talent utilization. Improved workforce productivity by 10% through strategic workforce planning initiatives.

Project Management and Compliance:

• Completed special projects and facilitated information sessions and focus groups as assigned, driving innovation and continuous improvement initiatives.
• Recognized for contributions to strategic projects, resulting in a 25% improvement in project delivery timelines.
• Maintained confidentiality and ensured satisfactory record-keeping by maintaining adequate documentation and filing. Achieved compliance with data privacy regulations and maintained 100% accuracy in record-keeping practices.

• 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.

Strategic HR Planning and Implementation:

• Developed and implemented HR strategies aligned with the company's short-term and long-term business goals.
• Conducted regular assessments of HR policies and practices to ensure compliance with legal requirements and industry best practices.
• Led organizational change management initiatives to facilitate smooth transitions during periods of growth, restructuring, or process optimization.

Talent Acquisition and Management:

• Directed the full-cycle recruitment process, from workforce planning and job analysis to candidate selection and onboarding.
• Implemented innovative sourcing strategies to attract top talent, including leveraging social media platforms, networking events, and employee referrals.
• Collaborated with hiring managers to identify skill gaps and develop targeted training programs to enhance employee competencies and career development.

Performance Management:

• Designed and implemented performance appraisal systems to evaluate individual and team performance against predefined goals and KPIs.
• Provided coaching and support to managers on conducting effective performance evaluations and delivering constructive feedback.
• Spearheaded initiatives to recognize and reward high performers, fostering a culture of excellence and continuous improvement.

Employee Relations and Engagement:

• Acted as a trusted advisor to employees and managers, providing guidance on HR policies, conflict resolution, and disciplinary actions when necessary.
• Developed and implemented employee engagement initiatives, including wellness programs, team-building activities, and employee recognition schemes.
• Conducted regular employee satisfaction surveys to assess morale, identify areas for improvement, and drive initiatives to enhance the overall employee experience.

Training and Development:

• Identified training needs through performance evaluations, skills assessments, and feedback from managers and employees.
• Developed and delivered training programs on topics such as leadership development, diversity and inclusion, and conflict resolution.
• Evaluated the effectiveness of training initiatives through post-training assessments and feedback mechanisms, continuously refining programs to meet evolving business needs.

HR Metrics and Analytics:

• Implemented HR metrics and analytics tools to track key performance indicators such as employee turnover, retention rates, and time-to-fill vacancies.
• Generated reports and dashboards to provide actionable insights to senior management, enabling data-driven decision-making.
• Utilized workforce analytics to forecast future talent needs, optimize resource allocation, and mitigate HR risks.

Compliance and Risk Management:

• Ensured compliance with relevant employment laws and regulations, including but not limited to equal employment opportunity (EEO) and occupational health and safety (OSHA).
• Conducted regular audits of HR practices and documentation to identify and mitigate potential legal risks.
• Collaborated with legal counsel to address employment-related disputes and mitigaterisks.

Cross-Functional Collaboration:

• Worked closely with other departments, including finance, operations, and legal, to ensure HR initiatives were aligned with broader organizational objectives.
• Partnered with business leaders to understand their unique needs and challenges, providing tailored HR solutions to support their success.
• Acted as a liaison between employees and management, facilitating open communication and fostering a culture of transparency and trust.