Sahar Asadi

• Designed business strategies to obtain short and long-term goals for company.
• Provided fractional HR , executive search and sourcing service to clients
• Initiated and oversaw innovative marketing campaigns, enhancing brand visibility.
• Recruitment Business Development
• Budget management
• Recruited and developed high-performing teams, with focus on talent retention.
• Evaluated market trends and competitor activities, informing strategic decision-making.
• Performance review
• Implemented company policies and legal guidelines.
• Supervised and developed high-achieving staff, providing orientation, training, support and direction.
• Formulated business plans to increase growth and minimise cost for company.
• Managed daily operations by overseeing financials, key performance indicators and employee performance.
• Led negotiations with vendors and suppliers, securing favourable terms.
• Established and monitored key performance indicators, gauging organisational success.

My achievements as a senior recruiter: closed 50 positions for USA, UK, Emirates in a year (Life science - Financial service - Manufacturing - AI & Technology industries)

• Designed the organisation chart for both the head office and plant.
• Managed HR & Administration, Internal Affairs, Talent Acquisition, Learning and Development, Performance Management & Talent Review, Retention & Motivation functions.
• Coordinated 30 Human Resources staff, leading employees by example to maintain productive department relations.
• Collaborated with entire human resource department to discuss new ways to recruit top talent, hired 200 people for head office and the factory.
• Prepared the HR & admin department forecast & budget for HR.
• Designed Mercer grading and salary review; job mapping.
• Implementation of HR and payroll system.
• Defined job descriptions and profiles.
• Wrote and maintained employee handbook covering company policies and mission statement.
• Conducted workforce planning and benchmarking to meet company needs.
• Coordinated high quality inductions and seamless onboarding procedures for 190 people in a year.
• Managed learning and development procedures and evaluation of training effectiveness, knowledge management and sharing.
• Monthly payroll management and reporting
• Conflict management, engagement, and motivation programs
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Performance management and talent review
• Led annual salary reviews, talent reviews, succession planning and performance management.
• Performed exit interviews, gaining useful insights to improve employee retention rates.
• Crafted and managed 217 vacancy advertisements using variety of job portals including Indeed, LinkedIn and local job boards.
• Improved business HR policies by guiding and collaborating with managers.
• Designed industry-leading employee engagement and recognition programmes.
• Analysed market data to create competitive compensation and benefits packages.
• Reduced staff turnover through improved performance development programmes.
• Educated line managers on policy and process changes for implementation.
• Developed bonus and incentive programmes to drive employee performance.
• Oversaw job fairs to bring in local talent for long-term and seasonal positions.
• Created succession plans and promotion paths for staff.
• Facilitated new hire on-boarding programme by scheduling training initiatives, resolving issues and processing paperwork.

• Managed Administration, HR, Finance, ICT, Security, HSE, Logistic departments.
• Handled company recruitment activities to develop high-achieving workforce.
• Hired plant team (80 people in a year)
• Conducted induction plan for all the new joiners.
• Improved employee productivity and organisational effectiveness by reviewing processes to ensure optimal HR service delivery.
• Partnered with management to establish workplace safety curriculum for training and education purposes.
• Maintained compliance with all local, county and national laws, as well as established organisational standards.
• Kept managers and employees updated on wide range of employment relations related to performance, attendance and discipline.
• Managed full recruitment lifecycle of job adverts, applicant vetting and new employee onboarding.
• Increased minority hiring by cultivating community partnerships and attracting high-quality workforce.
• Scheduled and assigned work to staff to cover production requirements.
• Developed plans and processes to keep operations running smoothly.
• Created and managed budgets for production activities.
• Utilised expertise in manufacturing legislation to correctly manage department and maintain company compliance.
• Implemented staff training and development to improve team expertise and performance.
• Researched and implemented innovative processes to decrease costs and improve product quality.
• Executed group rules aligned with business objectives and provided employees with direction and focus.
• Evaluated employee performance and suggested improvements to increase productivity.
• Documented issues with company fleet and communicated with maintenance teams to resolve problems.
• Kept plant operational with routine maintenance checks and repairs.
• Amplified production capability and flexibility and decreased unnecessary costs.
• Allocated resources for production and used assets to produce target output.
• Assessed data and created reports to drive process evaluation and change.
• Enforced plant safety policies and procedures, minimising accidents and losses.
• Collated and assessed data to reduce resource wastage and redundant operations.
• Implementation of HR and Payroll system (in local & group level)
• Prepared compensation & benefit file, Job mapping.
• Implemented ISO 13485 qualifications and prepared the plant for the audit.
• Prepared SWOT analysis, FMEA risk management for the plant.
• Provided culture trainings for the group and local team (France, Poland, Tunisia & Iran working habits and cultures) to facilitate the communication between the teams, stakeholders and senior managers.
• Helped the maintenance manager and plant managers to prepare the cleanroom and warehouses ready for the production by daily follow ups and effective collaboration.
• Managed ICT team to prepare the server room, communication tools and systems.
• Managed plant finance team and treasury, tax and insurance.
• Implemented payroll system and local ERP.

• Defined the HR business model and business plan.
• Designed a human resources integrated system for start-ups by collaboration of developers.
• Built an " HR Center of Excellence" to provide different HR services to portfolios.
• Hired C-level and key positions for 64 start-ups.
• Coached the young CEOs of early stage start-ups.
• Designed competency model and performance management process.
• Managed HR business partners in all Sarava's start-ups.
• Managed HRIS and payroll system.
• Coordinated 38 Human Resources staff, leading employees by example to maintain productive department relations.
• Full cycle recruitment and head hunting.
• Collaborated with entire human resource department to discuss new ways to recruit top talent.
• Performed exit interviews, gaining useful insights to improve employee retention rates.
• Reviewed and renewed company policies, ensuring strict legal compliance across all business activities.
• Provided expert HR advice to line managers to tackle obstacles such as conflict resolution, pay disputes and under-performance management.
• Event Management.

• Ensured preparation, development and implementation of the local HR policies, procedures and instructions and made sure employees are up-to-date with these practices.

• Effectively implemented all Human Resources processes by Group and Regional Human Resources and communicated with employees.

• Determined headcount planning strategy and requirements with line managers, arranged grade changes and appointments, career development, succession planning and compensation studies.

• Full 360 recruitment process, hired 250 people.

• Ensured that the data on the relevant system are kept in an accurate, timely and complete manner and to follow-up necessary updates.

• Prepared annual employee and human resources department budget and be responsible for following up realisation of the planned budget.

• Implemented global onboarding program and coordinated local orientation processes that enabled the new employees to adapt to the organisation.

• Led training needs analysis process in line with the Puratos Competency Model, prepared yearly training plan according to identified needs, implemented of the training plan and to followed up training budget.

• Coordinated of the annual talent management process, followed the forms on the related system, coached the managers in the relevant process steps, prepared and presented the necessary reports to the management.

• Coached managers and employees on career management issues.

• Took an active role in the annual salary increase period in communication with Regional and Global HR.

• Monitored employee engagement process, met periodically with the employees, determined the areas of improvement, increased employee engagement, identified and implemented remedial actions.

• Managed the performance evaluation process, followed the necessary progress on the relevant system, reported and ensured its completion, coached managers and employees regarding the performance process.

• Managed the dismissal processes, coordinated dismissal negotiations and coordinated the dismissal process with the related line managers.

• Monitored KPIs assigned by Region or Global for Human Resources processes.

• Prepared and implemented annual internal communication and activity plans.

• Involved in ad hoc projects as assigned.

• Developed bonus and incentive programmes to drive employee performance.
• Educated line managers on policy and process changes for implementation.
• Designed industry-leading employee engagement and recognition programmes.
• Oversaw job fairs to bring in local talent for long-term and seasonal positions.
• Reduced staff turnover through improved performance development programmes.
• Addressed employee conflicts, following corporate procedures for timely resolution.
• Maintained precise, detailed staff and company records for thorough reference.
• Planned, organised and managed recruitment and selection processes, consistently meeting budget targets and recruitment goals.
• Wrote and maintained employee handbook covering company policies and mission statement.