Pansee Amin (Assoc.CIPD)

• Stays abreast of HR rules, policies, and procedures to provide support to regional clients; ensures alignment/communication and consistency in the application of HR policies, principles, and guideline • Handles HR inquiries ranging from basic to more complex issues; channels them to appropriate resources; follows up as necessary, plays a substantive role in finding information, and assist clients • Supports clients with Managerial Self-Service (MSS) and other HR systems, generation of basic reports for clients • Handles queries or requests from clients and research solutions and share the relevant information with parties concerned, after consultation with the HR Business Partner • Participates in performance management, talent review, promotion, staff surveys, 360 and performance award processes and advice staff and managers on the process’s requirements. • Coordinates with HR operations the execution of recruitment, ending employment, re-entries, leave without pay, external service, etc. • Assists HR Business partner with the recruitment process by ensuring that the necessary approvals are in place and line with the Workforce Planning (WFP) numbers. • Where applicable, preparation of appointment packages, onboarding packages, offer letters, etc. • Review job descriptions participate in shortlisting committees and interview panels as appropriate; draft interview reports and conduct reference checks as needed; guide to hiring managers, as needed. • Oversees and coordinates the Onboarding activities in the region for new hires with MENA onboarding coordinators. Provide orientation to new staff in the Cairo office. • Supports in training and learning event delivery, organization of HR-related meetings and events • Gathers and compiles information and prepares standard and ad-hoc HR reports.

• Provided input into and implement L&D strategy according to the business & market demands, priorities, and Thales Learning Hub strategy • Aligned with the learning requirements of the organization and ability to build strong and trusted relationships with business leads • Built and maintained strong relationships with sponsors, vendors, external professionals, and SME's • Defined curriculum that meets business requirements and is aligned with training financial guidelines (next to required TLH training curriculum) • Assisted LD Regional Manager in the arbitration stage to align L&D upcoming plan with Regional HRBPS, Global functions leaders, Country managers, etc. • Mapped existing learning assets, identified L&D needs (Training Needs Analysis – TNA) to meet current assets, and created feasible plans that effectively address the business needs • Developed and implemented learning assets and programs designed to build the necessary skills (leveraged TLH learning where appropriate) • Conducted & managed regional learning budget forecast • Tracked and analyzed training expenses against pre-defined budget in collaboration with Finance & procurement • Implemented communication plans various communication channels with business leaders to build awareness of several avenues to build capability, such as training, resources, and collaboration (leverage TLH Learning or other shared services where appropriate) • Developed, implemented, and analyzed training metrics; creation of custom reports and periodical dashboards to support business leader & corporate needs • Served as Program Manager for various development programs including creation of program evaluation and measurement tools • Developed eLearning content, in support of business and function objectives; effectively consulted with subject matter experts to create effective training • Maintained training records with ensured accuracy • Managed the invoicing & procurement process for all Learning & Development vendor partners • Provided learning logistical support including vendor and internal logistics • Acted as an internal consultant to educate managers on performance factors, Individual Development Plans (IDP), learning, and alternative solutions HR Various Project & Achievements
• Assisted with employee engagement activities and communications related to Company core values and competencies • Gemalto – New Corporate Acquisition - integration learning & development integration (One-year project) BU’s integrations • Learning Management System (LMS) integration (GEMALTO & THALES) • Implemented wide delivery of Regional Data Privacy GDPR programs to comply with corporate policy • Implemented highly strategic Leadership & Management programs; collective intelligence, management by influence, remote, virtual, and home office, motivating millennials and managing in the digital age, workplace transformation & corporate-based mindfulness programs for leaders • Expended and implemented the knowledge transfer program (Train the Trainer) between the corporate trainer to local regional trainer as a matter of regional independence and being cost-efficient • international Participants (COMMERCIAL LEARNING HUB) expended the regional offer to host international learners where invoiced their business unit as part of the strategy to transfer THALES LEARNING HUB ME from a cost unit to commercial unit

Reported to the Global Human Resources VP and MENA Regional HR Director, Provided and Managed HR regional operations while partnering with cross-functional teams and leaders to broker HR services, participated in multiple areas of a fast-paced HR department. Some of these areas include but are not limited to, recruiting, onboarding, employee relations, performance coaching, HRIS/HCM, and general Human Resources services. Utilized HR functional expertise to align critical human resources principles with business objectives. • Recruiting & Staffing: Managed full-cycle recruitment process for positions within the assigned region(s) including, but not limited to, ad placement, building applicant pools, screening, assessments, coordinating interviews, administering backgrounds, offers, and coordinating hiring process in HRIS. • Onboarding & Training: Designed new regional onboarding plan based on the first 90 days including Onboarding sessions, New joiners help desk, Policies & procedures orientation, Line manager assessment post joining procedures (Medical insurance scheme, etc.) Performance Management & Employee Relations: • Participated in the Global team to design and the regional implementation phase of the new Performance Management system • Investigated and resolved employee complaints • Acted as advisor to coach managers on disciplinary or performance issues. • Administered review process. • Led morale initiatives HRIS Administration: • Managed the global data transitions and mass uploads • Maintained accurate information, produced reports, and evaluated system efficiencies. • Time & Attendance: Partnered with management on employee leave, paperwork requirements, and research timecard discrepancies or practices. • Benefits & Compensation: Coordinated global payroll processing, including leave of absence cases and work closely with payroll vendors to ensure accuracy of data and consistency in payroll timelines HR Compliances • Updated and maintained job descriptions regionally • Audited and updated employee files and maintained accrete data intelligence • Managed regional development and implementation of Handbooks human resource policies & procedures • Ensured compliances with labor regulations Achievements & Global HR Projects • Acquisition project lead: managed and led GO LIVE for offline 10 countries to be gradually transferred under the legal umbrella of HMD GLOBAL post the business acquisition from MICROSOFT. (6 MONTH PROJECT) • Mobilization & Relocation lead: managed and led the global transition of 60 global leaders including executive level from Dubai office to Finland, London & Singapore offices the project included middle east demobilization and end of services, compensation & benefits restructure considering European legalization and taxation, change management to prepare those leaders and their families for the estimated change accordingly and managing & supporting relocation logistics. • Global recruitment policy: led the design and development of global recruitment policy including the initial draft and final approved and implemented versions • Global HR Vendor Management: led strategic support on global HR vendor management and partnered closely with relevant stakeholders externally and internally within a globally perspective

Joined the organization as an HR Representative in Egypt and advanced to a position of greater scope as Senior HR Officer with relocation to UAE. • Identified short-term and long-term hiring needs • Set performance standards and evaluated regional HR team • Designed employees’ compensation and benefits packages • Defined onboarding procedures in alignment with the company culture • Helped organize employer branding activities (e.g., host a recruitment event) • Determined training plans per employee and department • Prepared and managed division’s budget • Tracked recruitment KPIs and suggested improvements, as needed • Designed and implemented company policies that comply with our business objectives • Ensured all HR operations adhere to legal standards • Supported staff and managers on day-to-day issues