Milka M.

-Partner with leadership teams to deliver end-to-end HR support aligned with business objectives across global and distributed workforces. -Own the full employee lifecycle, including workforce planning, talent acquisition, onboarding, performance management, employee relations, and offboarding. -Develop, review, and implement HR policies, procedures, and employee handbooks aligned with local labour laws and global HR standards. -Manage and maintain accurate HR records and HRIS data, supporting reporting, audits, and informed decision making. -Contribute to the continuous improvement of HR processes, tools, and systems to enhance efficiency, employee experience, and compliance.

- Provide end to end HR support, partnering with leadership to deliver people operations aligned with business and operational objectives across multiple entities and regions. -Own the full employee lifecycle for group employees, including workforce planning, onboarding, performance management, employee relations, and offboarding. -Lead and support talent acquisition across the group as part of broader workforce planning, ensuring timely and compliant hiring across technical, operational, and support functions. -Develop, implement, and maintain group HR policies, procedures, and employee handbooks, ensuring alignment with local labour legislation and consistent group standards. -Support group wide performance management processes, including goal setting, performance reviews, and performance improvement plans. -Partner with leadership on organisational structure, role clarity, and workforce optimisation initiatives as the business scales. -Support continuous improvement of HR processes and systems to enhance efficiency, governance, and employee experience across the group.

-Provided end to end HR support, partnering closely with leadership to strengthen people operations, workforce planning, and employee experience in a remote environment. -Supported the full employee lifecycle, including job architecture and role design, recruitment and onboarding, performance management, policy development, and HR data management. -Led job analysis and workforce planning initiatives, developing clear role profiles and job descriptions to support organisational clarity, hiring decisions, and performance expectations. -Supported talent acquisition as part of broader workforce needs, managing candidate screening, interviews, and onboarding while ensuring a consistent and professional candidate experience. -Maintained accurate HRIS records and supported compliance with internal HR standards and data management requirements, providing insights to improve HR processes and reporting. -Supported performance management processes across departments, including goal setting, performance reviews, and performance improvement planning, in alignment with organisational objectives. -Acted as a key point of contact for employee relations matters, responding to HR queries, supporting policy interpretation, and contributing to a positive and well managed workplace environment.

Key Contributions: -Collaborated closely with recruiters to gain a comprehensive understanding of the ideal candidate profiles. -Planned and executed the interview and selection process, encompassing screening calls, assessments, and virtual interviews. -Sourced and engaged potential talent through online platforms, utilizing advanced search techniques on Upwork and LinkedIn, including Boolean searches. -Built a robust talent pipeline and nurtured relationships with prospective candidates interested in future opportunities. -Developed and implemented recruitment strategies aligned with the organization's overarching objectives.

Key Contributions: -Tracked and managed new client talent requests efficiently using Salesforce, ensuring accurate and organized records. -Employed the Upwork platform for talent sourcing, leveraging its capabilities to identify and engage qualified candidates. -Conducted thorough qualification processes to identify and recommend the best-fit talents aligned with clients' specific needs. -Reviewed and ensured compliance with relevant requirements, guaranteeing adherence to regulatory standards and client expectations. -Constructed and maintained talent clouds/stores, creating a centralized repository of skilled professionals for streamlined access.

-Provided HR consulting support to multiple client organisations, advising management teams on people strategy, HR governance, and effective workforce practices aligned with organisational goals. -Developed and reviewed HR policies and procedures tailored to client needs, supporting compliant and well structured HR operations across different organisational contexts. -Acted as a trusted advisor to leadership on HR administration, employee relations, and recurring workplace issues, providing practical guidance to support sound decision making. -Supported organisational planning initiatives by contributing to HR strategies and programmes designed to improve performance, structure, and long term sustainability. -Led and supported recruitment and selection activities as part of broader workforce needs, including role definition, candidate assessment, and interview support. -Managed payroll coordination and supported compliance with statutory obligations on behalf of clients, ensuring accuracy, timeliness, and adherence to regulatory requirements. -Designed and conducted employee satisfaction surveys and translated insights into recommendations to support organisational improvement and employee engagement.

Key Contributions: -Developed and prepared HR budgets, meticulously adhering to established bookkeeping procedures for financial transparency. -Collaborated with line managers to assess organizational staffing needs, ensuring alignment with strategic objectives. -Led recruitment and selection processes, guaranteeing compliance with employment laws and fostering diverse and talented teams. -Conducted training sessions for new members, facilitating effective induction by familiarizing them with organizational policies and procedures. -Managed staff leave, overseeing the process and compiling quarterly leave reports for comprehensive workforce planning. -Designed and implemented staff engagement and motivational programs, cultivating a positive work environment and enhancing employee identification with their roles.

-Supported core HR operations across the full employee lifecycle, contributing to recruitment, onboarding, payroll administration, performance management, and compliance within a growing organisation. -Led end to end recruitment activities, including sourcing, interview coordination, and onboarding, ensuring timely hiring and effective integration of new employees. -Planned and delivered employee orientation and training sessions, supporting smooth onboarding and alignment with organisational culture and expectations. -Managed monthly payroll processing with a strong focus on accuracy and timeliness, maintaining reliable payroll records and compliance with internal and statutory requirements. -Partnered with line managers to support operational and compliance initiatives, contributing to improved HR practices and workforce effectiveness. -Administered performance management processes, including performance appraisals and balanced scorecards, supporting fair assessment and ongoing performance improvement.

-Supported core HR operations within a healthcare environment, contributing to recruitment, employee relations, and learning and development initiatives. -Supported end-to-end recruitment activities, including role preparation, interview coordination, and hiring support, ensuring alignment with organisational policies and workforce needs. -Handled employee relations matters, including workplace concerns and grievances, supporting fair resolution and compliance with labour laws and internal policies. -Supported the development and delivery of training initiatives aimed at improving employee capability and performance, aligned with organisational objectives.

Key Contributions: -Coordinated and managed day-to-day administrative tasks for Reigman Consult Limited, ensuring smooth and efficient office operations from September 2015 to February 2017. -Executed human resource functions, including but not limited to employee onboarding, record-keeping, and maintaining personnel files in compliance with company policies and legal requirements. -Implemented and maintained effective communication channels within the organization, fostering a collaborative work environment and ensuring timely dissemination of important information to employees. -Assisted in financial management by overseeing budgetary processes, tracking expenses, and preparing financial reports to support decision-making by senior management at Reigman Consult Limited.

Key Contributions: -Assisted in the coordination and execution of HR processes within the Ministry, including recruitment, onboarding, and offboarding activities, ensuring a smooth and efficient workflow. -Conducted research and analysis on industry best practices and recommended improvements to existing HR policies, contributing to the enhancement of the overall human resources management framework. -Supported the development and implementation of training programs for employees, fostering continuous learning and skill development within the Ministry. -Collaborated with internal stakeholders to maintain accurate and up-to-date employee records, ensuring compliance with data protection regulations and facilitating the timely generation of HR reports.