Shumaila Shaikh, SHRM-SCP

≡ Own full-cycle recruitment across technical and business functions including engineering, product, sales, operations, and corporate roles, from job description creation and posting through sourcing, screening, assessment, offer management, and onboarding handover. ≡ Lead structured intake and briefing sessions with hiring managers to define role requirements, develop accurate candidate profiles, and establish assessment criteria aligned with business objectives. ≡ Execute targeted sourcing strategies across LinkedIn Recruiter, Boolean search, X-Ray, GitHub, headhunting, referrals, and community outreach, with a strong focus on passive talent engagement. ≡ Proactively map talent markets and build pipelines for recurring and hard-to-fill roles, ensuring candidate pools are developed ahead of hiring demand. ≡ Conduct structured competency-based screening interviews, delivering qualified shortlists that reflect a thorough understanding of role requirements and organisational fit. ≡ Champion diversity, equity, and inclusion across all stages of the recruitment process, ensuring diverse candidate slates and consistent, bias-aware assessment practices. ≡ Analyse recruitment funnel metrics and sourcing performance to identify inefficiencies and implement continuous improvements across hiring workflows. ≡ Facilitate hiring panel alignment and lead structured debriefing sessions to drive objective, evidence-based hiring decisions across all searches. ≡ Ensure full compliance with German labor law, Betriebsrat regulations, and GDPR across all recruitment activities.

≡ Trusted HR advisor to the C-suite, leading people strategy and aligning workforce planning with core business objectives. ≡ Managed end-to-end HR across the full employee lifecycle including recruitment, onboarding, training, performance management, engagement, grievance handling, and rewards. ≡ Led hiring of departmental and divisional heads, ensuring leadership talent was directly aligned with business results and long-term organisational goals. ≡ Designed KPIs for HR Business Partners aligned with business success metrics, fostering accountability and ownership of human capital outcomes across the function. ≡ Partnered with leadership and HR teams to implement scalable programmes covering talent management, career development, rewards, and retention. ≡ Launched succession pipelines and conducted strategic talent reviews, increasing leadership readiness from 50% to 80%. ≡ Advanced DEI initiatives, increasing female leadership by 15% and promoting a high-performance, inclusive culture. ≡ Built competency frameworks, facilitated development programmes, and drove organisational change during restructures and transformations. ≡ Elevated employee engagement to 91% and reduced turnover by 25% through targeted culture and people initiatives. ≡ Coached and developed a team of 10+ HR Business Partners, ensuring high-impact delivery and strategic advisory capability. ≡ Leveraged HR analytics to inform leadership decisions on engagement, attrition, performance, and recruitment across all business units. ≡ Utilised LinkedIn Recruiter, HRIS, and ATS platforms for talent sourcing, pipeline building, and recruitment efficiency, maintaining agency partnerships for leadership hiring. ≡ Collaborated with Centres of Excellence on talent development and training programmes aligned with evolving business needs. ≡ Served as a key member of the Anti-Harassment Committee, promoting a safe, respectful, and inclusive workplace.

≡ Partnered with business leaders and line management to align workforce planning, talent deployment, and HR initiatives with regional business objectives, driving measurable outcomes across all functions. ≡ Managed 360° recruitment and workforce planning including hiring for departmental heads, consistently achieving headcount targets and reducing time-to-fill across key business areas. ≡ Delivered performance management coaching to leaders and employees at all levels, strengthening capability, accountability, and engagement across the organisation. ≡ Assessed training needs, facilitated leadership coaching, and managed Management Trainee Programmes to strengthen the future leadership pipeline and build organisational capability. ≡ Supported organisational change and transformation projects, providing HR guidance on people management, communication, and restructuring to maintain alignment and engagement. ≡ Leveraged HR analytics and workforce insights to inform leadership decisions on recruitment, training, organisational design, and overall talent strategy. ≡ Collaborated with Rewards and Operations teams on compensation reviews and benefits programmes, ensuring internal equity and compliance with labor laws. ≡ Oversaw grievance handling and employee relations cases, ensuring fair resolution and fostering a positive, respectful work environment. ≡ Partnered with universities and participated in job fairs to build a strong, continuous talent pipeline across key business areas. ≡ Developed and mentored HR team members, fostering accountability, collaboration, and consistent delivery of high-quality HR support across the region. ≡ Maintained visibility with employees across branches, understanding workforce challenges and providing guidance to strengthen trust and engagement.

≡ Led workforce planning and staffing initiatives, aligning recruitment, role allocation, and resource management with annual business strategies to ensure operational readiness. ≡ Managed full-cycle recruitment and onboarding for 300+ employees, maintaining 100% compliance with SAP and internal HR processes while ensuring a smooth candidate experience. ≡ Processed payroll accurately and on time, maintaining compliance with statutory regulations and company policies across all employee categories. ≡ Managed labor relations and employee relations programmes, collaborating with unions and line managers to ensure legal compliance and a harmonious workplace. ≡ Coordinated apprenticeship and trainee programmes with STEVTA, building sustainable talent pipelines and supporting workforce capability development. ≡ Supported internal audits, ensuring adherence to HR policies, operational compliance, and best practices across all departments. ≡ Organised and led employee engagement initiatives including Sports Week and Employee Bash, fostering workplace culture, recognition, and team cohesion. ≡ Developed and delivered function-specific training programmes, enhancing employee capabilities, productivity, and professional growth. ≡ Standardised technical SOPs and revamped learning management systems, ensuring effective knowledge transfer and operational efficiency. ≡ Supported leadership development and succession planning through targeted training and coaching programmes to prepare future leaders. ≡ Managed CAPEX tracking, IRR analysis, and monitored project budgets and timelines, ensuring financial compliance and project delivery. ≡ Coordinated multi-stakeholder projects, mitigating risks and ensuring timely execution of HR and business initiatives. ≡ Delivered 12+ CSR initiatives annually, driving social impact, employee participation, and organisational reputation.

≡ Introduced and implemented a 3-Dimensional Matrix Training Needs Analysis (TNA) to assess and address functional training needs across all employee levels. ≡ Revamped the technical training system and updated training SOPs, ensuring standardised and effective knowledge transfer across functions. ≡ Facilitated functional training sessions totalling 1,200 training manhours, building employee capability and operational performance. ≡ Supported content design and curriculum development in collaboration with respective functions, ensuring training was relevant, practical, and aligned with business needs. ≡ Initiated a CSR dairy processing training programme for trade apprentices and new diploma holders, successfully onboarding two batches of trainees and creating a sustainable community talent pool. ≡ Organised a company-wide values rollout session covering 350 employees and 2,800 training manhours, embedding organisational culture and values across the workforce.