Samira Nour El Din

At Unique Destination Travel Network, I led the global People and Culture strategy, building the foundation for a thriving workplace from the ground up. My focus on talent acquisition, policy development, and cultural enhancement significantly improved employee engagement. By implementing innovative HR systems, I ensured a seamless onboarding experience and a strong organizational culture.

• Developed and implemented a talent acquisition strategy aligned with company goals. • Identified top talent through various channels, ensuring a positive candidate experience. • Promoted employer brand to attract and retain top talent, leveraging employee testimonials.

Develops corporate strategy and plans for a variety of HR matters such as Talent Management, Compensation, benefits People Development . Acting to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc. Overseeing all HR initiatives, systems and tactics. Monitor adherence to internal policies and legal standards Deal with grievances and violations invoking disciplinary action when required Anticipate and resolve litigation risks Reports to the Sr. Management different HR initiatives through periodic dashboards.

· Managing the recruitment process end to end for various positions, Commercial, roles as well. · Tailoring and Delivering CBI Training for Hiring Managers and Assessors. · Employer branding across different plat form. · Tailoring over 50 Job descriptions. · Participated with the OD in the Compentency Framework Model for the company. · Tailored a calendar for the employee engagement activities along with Reward and Recognition intitiatives. Handled Women’s day company event. · Reporting and analyzing different hiring channels with ROI per channel. · Looking into email campagins and other non traditional catching methods of attracting the right candidates. · Designing Cultural Fit Assessment Module for the Company matching with the Values and Onjectives. · Looked after hiring needs across different regions including MENA. · Contributed in tailoring the new Induction Module for the company including 90 days jurney and Buddy model per new joiner. · Conducting inhouse induction for new hires.

*Managing the Recruitment function and the team. *Handling clients and daily operations. *Looking into the financials, including cost and revenue. *Participates in Assessments centers for different levels, *Supports with developing new business opportunities

HR Business Risk & Control Manager (BRCM) : •Act as risk and control SME for the GSC / Entity. Ensure HR teams understands Risk Management & Governance and assist them to managing risk. •Responsible for preparation of Risk and Control Assessments (“RCA”) - identification of key risks, assigning risk prioritization, identification and assessment of design and operating effectiveness of key controls to mitigate operational risk. •Responsible for developing, executing & report control monitoring and testing program in coordination with the Regional BRCM •Responsible for recording all operational risk activities - RCAs / ICMPs / ICMP Results / Issues / Actions / Incidents / MSIIs on a timely basis on ORION •Ensure issues and risks arising are effectively assessed, escalated, and oversee remediation of issues arising from control monitoring and testing •Assess adequacy of remediation plans for Management Self-Identified Issues (MSII), Audit Identified issues, internal controls issues and monitor progress to resolution and escalate outstanding actions. •Report management information to HR business/function management and risk committees. Reporting may include material operational risks, internal control monitoring results, significant internal control issues, and/or outcome of BRCM activities. •Oversee the Vendor Risk Management for HR functions and closely work with Vendor Relationship Officers for the GSC / Entity •Escalate operational risk incidents to Regional BRCM where appropriate, to enable knowledge sharing across business/function. •Ensure all control deficiencies (i.e. MSII and Audit findings) are adequately closed within agreed timescales. Business Information Risk Officer (BIRO) Managing: •HR ISR - Training & Awareness •Information Classification •Securing Information (Storage, Transfer, Use, and Disposal) •Secure Email/Email Monitoring •Third Party Risk Governance •Securing Third Party Data Transfers •Access Management

HRM Diploma from AUC 2005