Toka Akl

• Develop and implement the Employer Branding Strategy, aligning with the business and HR goals. • Oversee branding initiatives, including social media, career websites, events, and employee advocacy programs. • Collaborate with Talent Acquisition, Marketing, and Internal Communications teams to enhance brand positioning. • Lead employer branding campaigns through content creation, videos, blogs, and storytelling initiatives. • Monitor market trends, competitor analysis, and employee engagement insights to improve strategies. • Manage the company’s presence on LinkedIn, Glassdoor, and other relevant platforms. • Plan and execute university engagement programs, job fairs, and networking events. • Track and report on key employer branding metrics to measure impact and ROI. • Lead content strategy in collaboration with cross-functional teams , highlighting employee experience, company culture, inclusion, wellness, STEM programming, community events, talent attraction initiatives, and corporate social responsibility. •Manage content development projects across platforms (e.g., SharePoint intranet, event collateral, job descriptions, careers website, presentations, email newsletters) to maintain consistent brand standards while increasing engagement. • Facilitate freelance and agency relationships, driving projects to completion through partnership, feedback, and accountability in collaboration with internal and external stakeholders.

1- Manage talent acquisition efforts across Gulf, Europe, MEA, and SADC regions. 2-Manage end-to-end recruitment processes for various positions, including sales, engineering, and marketing roles. 3-Develop and implement recruitment strategies to attract top-tier candidates. 4-Collaborate with hiring managers to understand staffing needs and requirements. 5-Conduct interviews, assess candidate qualifications, and facilitate the selection process. 6-Cultivate and maintain relationships with recruitment agencies and platforms to build a robust talent pool. 7-Stay abreast of industry trends and best practices in talent acquisition. 8-Drive initiatives to enhance employer branding and improve candidate experience.

1-Utilize various channels and talent sources to reach target calibers 2-Build talent pools and proactive pipeline for projects and MPP targets and deliver to ad hoc requirements 3-Analyze most effective channels best practices to reach the target calibers 4-Manage constant updates to the talent pool and database promptly across all stages 5-Manage job origination on the systems and job positing internal and external roles 6-Build market analysis and Boolean practices sheets with best practices on attraction modules 7-Manage referral engagement, program and call center weekly and monthly deliverables and required analysis. 8-Increase sourcing efficiency of the business within the scope of roles assigned 9-Conduct screening, interviews, and assessments required for the assigned roles to hire for till finalist selection.

1- Communicate with universities, institutes, and syndicates to provide labor to meet the needs. 2-Participate in developing the website with the aim of solving the problems that he may face while working on it. 3- Upload requested posts, follow data extraction, shortlist candidates, and communicate with them to achieve the labor force plan. 4- Attend the available job fairs to attract excellent cadres of experienced and competent personnel. 5- Carry out Talent Acquistion for applicants (receiving applications- screening resumes - Notifying rejected candidates- completing the procedures of the accepted) to achieve the labor force plan. 6- Prepare a database of job applicants from different resources and update it constantly to provide recruitment candidates.

1-Prepare and participate with activity managers in their need requests according to the job level required to develop an implementation plan to provide the required appointments 2-Carry out recruitment work for new applicants (a receipt of applications - examination of CVs - medical examination - editing letters of receiving the job - completing the appointment procedures - distribution to vacant places) to appoint the right person in the right place. 3-Communicate with those concerned with all activities in the company to determine who is responsible for conducting personal interviews for applicants for vacant jobs, setting dates for interviews and informing applicants of the scheduled dates in order to achieve the employment plan 4-Conduct personal interviews for job applicants to select qualified and experienced workers. 5-Hold end-of-service interviews and document them in the end-of-service interviews model in order to analyze the reasons for resignations and work to find a solution to the resignation, if possible.

training on sustainable development goals by identifying the objectives and work of the Association and various projects that promote and disseminate the SDGs 2030 as a second stage of Safir program to learn about different cultures and how to implement the goals in different countries

is an ambitious project supporting young people and the Sustainable Development Goals in 9 countries across North Africa and the Middle East. It aims to provide support for more than 1,000 young project leaders involved in projects with social, cultural, and environmental impact and to build a regional ecosystem aimed at promoting dialogue between young people and the public authorities. This program is co-financed by European Commission and implemented by the Institut français through the Life Makers Foundation in Egypt.

: which aim to improve job readiness and career Prospects over a period of 4 months through the support of my mentor Mrs. Sobia Rahman ;The Senior Vice President Partner Strategy & Solutions at Western Union When we focused on : Negotiation skills, Business skills, business English, Debating skills

law ,economics,political science