Core HR Leadership: • Strategic HR Planning | Talent Acquisition | DEI | Workforce Planning • Employee Engagement | Performance Management | HR Compliance | Policy Development • Multi-State Labor Law | HRIS Implementation | HR Analytics | Succession Planning • Leadership Development | C-Suite Collaboration | Organizational Culture Brand-Specific HR Initiatives: • Blue Star Manufacturing: Skilled Trades Recruitment | HSE Compliance | Labor Law Adherence • Renegade Classics: Retail HR Setup (40+ Locations) | Onboarding | Payroll | Employee Relations • Renegade Experts: Remote Work Policy | Digital Talent Hiring | HR Tech Integration • LVAD Gear: Compassionate Hiring | Inclusive Design Staffing • Leather Blu: Fashion Recruitment | Hybrid Work Model | Cross-Functional Collaboration • Prime Bull: Start-up HR Ops | Athlete Recruitment | Incentive Compensation • Biker Universe: eCommerce & Retail Staffing | Brand Ambassador Training | CX Protocols Organizational Development (OD) Framework: • Diagnosis & Assessment: Employee Engagement Surveys | SWOT | PESTLE | McKinsey 7S • Strategic Alignment & Visioning: Leadership Alignment | OD Objectives | C-suite Sponsorship • OD Interventions Design: Leadership Development | Team Dynamics | Process Redesign • Implementation & Change Management: ADKAR | Kotter's 8-Step | Agile Methodology • Measurement & Evaluation: KPIs | Balanced Scorecard | 360 Feedback • Institutionalization & Sustainability: Performance Management | Continuous Learning Key Achievements: • HR Department Setup | Job Descriptions (JDs) & KPIs Design • 360-Degree Performance Reviews | Training & Development Programs CHRO (Chief HR Officer) Global Human Resource Management Experience | Talent Management| Strategic HR Leadership Daniel Smart Manufacturing Baltimore, MD | Apparel, Retail,eCommerce,Digital IT Services Jan 2025 to Present • 65% Retention Rate Improvement | Compensation & Benefits System Implementation • Policy & Procedure Development | Employee Handbook Rollout • OD Framework Implementation | Improved Organizational Efficiency Cross-Cutting Best Practices: • Leadership Commitment | Inclusive Approach | Communication Strategy | Technology Use • Continuous Feedback & Adaptability

QAM Technology, operating as Aircod Technology, SWIUS, and Sublime, specializes in staff augmentation and software development, offering telecom solutions, IT consulting, and software services with 500+ employees. 6 direct reports | $1M HR budget | $2M in payroll, total rewards, and benefits programs. Lead HR strategy and programs for 5 divisions across NYC, Panama, UAE, and Saudi Arabia (300+ employees in 26 states). Act as a strategic HR partner to the executive leadership team, providing expert guidance on talent management, workforce planning, employee relations, and organizational development to drive business success. Risk management, compliance, succession planning, talent & performance management, change management, training, employee relations, compensation, and HR policy updates. Key Achievements: • Onboarded 300+ tech employees in 10 months, setting a record pace. • Reduced hiring timelines by 50%, enhancing organizational agility. • Designed global leadership programs, increasing internal promotions by 30%. • Enhanced onboarding and productivity through enhanced performance analytics. Operational Leadership: • Enhanced global HR operations by seamlessly integrating ATS with ERP-HRIS for enhanced efficiency. Led cross-functional teams to drive cultural and operational transformation, boosting performance and efficiency. effectiveness.

SCALED START-UP'S HR DEPARTMENT TO ACCOMMODATE EXPONENTIAL COMPANY GROWTH. Led 400% workforce expansion, from 50 to 1500+ Partnered with managers to draft 50+ job descriptions and establish new salary bands. Accelerated time to hire 50%; cut $400K+ in recruitment costs by formalizing recruitment and onboarding processes. Enhanced employee retention and supported business growth while minimizing risk Advised leadership on HR strategies, ensuring regulatory compliance and optimizing policies. Developed HR analytics to optimize costs, accelerate hiring, and enhance engagement. Implemented CPR & AED training programs, ensuring office readiness with required supplies. Ensured zero adverse legal actions for 5 years running with 100% federal and state legal compliance. Ensured HR policy compliance, administration of procedures, handbook, investigations, and employee relations programs aligned with organizational goals and strategic vision. Managed and resolved internal investigations and complex employee relations issues. Headed HR shift from paper-based documentation to 100% digital, saving time and money. Reduced benefits administration costs and 401(k) fees 20%.

HR/Talent Development:

Designed and implemented a comprehensive training and development program resulting in a measurable increase in employee skill levels and performance.
Established a robust talent acquisition strategy leading to a significant reduction in time-to-fill key positions.
Introduced innovative retention strategies that reduced employee turnover by a notable percentage.
Implemented performance management systems that improved employee productivity and engagement.

Industrial Relations/Employee Relations:

Successfully negotiated and finalized labor contracts resulting in improved relations between the company and labor unions/employees.
Developed and implemented conflict resolution mechanisms leading to a reduction in workplace disputes and grievances.
Created initiatives fostering a positive work culture and increased employee satisfaction.

Compliance:

Ensured adherence to all local labor laws, regulatory compliance, and internal policies across departments.
Led initiatives to achieve and maintain certifications or accreditations related to labor standards or workplace safety.
Conducted comprehensive audits ensuring compliance in HR/IR practices.

Health, Safety, and Environment (HSE):

Implemented robust health and safety protocols resulting in a reduction in workplace accidents/incidents.
Developed and executed emergency response plans that enhanced workplace safety and minimized risks.
Spearheaded sustainability initiatives leading to environmental conservation and community engagement.

Cross-Cultural Leadership:

Successfully managed diverse teams across different cultural backgrounds, fostering inclusivity and unity.
Conducted cross-cultural training programs improving intercultural communication and understanding within the organization.

Belle International Holdings Limited is a leading women’s shoe retailer in China, with 22% domestic market share and 3,828 retail outlets across 150 cities. The company operates 35 stores in Hong Kong, Macau, and the US, generating US$1.5 billion in revenue in 2009. Belle employs 71,789 individuals globally. Led talent acquisition, retention, engagement, L&D, leadership development, performance, and compensation strategies. Developed and implemented D&I initiatives. Delivered data insights to CEO, Board, and executive leadership. Fostered rollout of Integrated Performance Management Process for APJ, Chinaka and Americas. Enabled underperforming sales teams to exceed targets and drive revenue-95% acceptance overall even with countries offering severance packages for employees staying in same entity. Revamped regional sales recruitment strategies to enhance talent acquisition efficiency and alignment with business goals. Fueled APJ, USA integration into a new company. Streamlined benefits, compensation, and country-specific HR policies. Led integration efforts, conducted due diligence for Offer Process and Divestiture Policies. Plan Grew China, HK, USA R&D/Services 90% headcount in 1 year, saving $60M. Supported EMS offshore strategy. Established staffing Key Achievements: Aligned EVP with Employee Lifecycle to foster a high-performance culture. Implemented advanced Talent Management practices and focused on developing Future Leaders. Established a Competency Framework to align TCD and Performance Management activities. Diversity & Inclusion (D&I) strategy: Key Results in Year 1 • Increased women in management from X% to 35% through targeted recruitment. • 50% of leadership roles in hiring panels filled by women. • Launched a Women’s Leadership Program, enrolling 100+ high-potential women. • Reduced gender pay gap by 10% through structured compensation reviews. • Enhanced workplace inclusivity score by 15% from employee surveys.

Led end-to-end recruitment and training for 500 employees on a German highway project, specializing in iOS development, mobile development, GIS digitization, and RF engineering. • Provided HR consulting and talent acquisition for an IT & software firm with $58.4M revenue. • Implemented e-commerce solutions for USA property operations. • Key Technologies: JavaScript, HTML, PHP, ASP.NET, Google Analytics, reCAPTCHA, Google Maps, Google Tag Manager, Cloudflare CDN.

DRC is a leading F&B manufacturing and distribution company in the lower gulf. More significant is the fact that the company introduced the Pepsi range of products to the UAE and has been doing the same successfully for almost 60 years. Achievement: Transformational Talent Acquisition and Organizational Development. • Led strategic talent acquisition & organizational development, reducing time-to-fill by 80% within a year. • Developed & launched an employee development program, increasing internal promotions by 20% and reducing turnover by 15%. • Strengthened employer branding, boosting candidate engagement by 40% and expanding the talent pool. • Restructured the organization for efficiency, improving operations by 25%. • Implemented retention strategies (career development & mentorship), enhancing satisfaction & retention by 18%. • Integrated data-driven recruitment, improving hire quality and reducing cost-per-hire by 25%. • Hired 300+ blue-collar workers across multiple countries while ensuring full labor law compliance. • Managed onboarding, health & wellness initiatives, and compliance with local labor laws. • Drove localization & diversity, achieving 20% women in leadership roles. • Introduced new compensation & benefits structures and implemented an in-house LMS system. • Boosted productivity via time-motion studies and automated HR documentation processes. • Delivered orientation programs and built an internal training & development framework. • Designed and implemented 3-year & 5-year succession plans, achieving a 90% retention rate.

Managed organization-wide initiatives in Employee Engagement, Talent Management, L&D (conventional & Islamic Banking), and successful CBUAE audits. Resolved employee conflicts through fair processes, fostering a positive work environment. Partnered closely with HR Business Partners to turnaround region performance, driving success of banking branch. Led initiatives for employee relations, recruitment, training, progressive discipline, terminations, and labor law compliance. Implemented performance improvement plans. Oversaw adherence to corporate policies and management practices. SCALED START-UP'S HR DEPARTMENT TO ACCOMMODATE EXPONENTIAL COMPANY GROWTH. Slashed employee turnover 15% with YoY declines while increasing engagement. Established programs for employee wellness, internships, mentoring, Key role in producing $1.5M in savings by facilitating 3 reductions in force. Recruited, trained, and developed 12 new team members, including region's top-producing employee relationship manager. Boosted branch operational efficiency 25%, leveraging time and productivity tracking system. Established and Implemented performance action plans, enhanced staffing models, and realigned staff to suitable job titles. Navigated team to pass audit following 2 failed audits under previous manager. Developed and Implemented new policies and procedures, provided leadership and coaching to teams, and advised leaders on best practices. 

Baby Shop UAE LLC is a part of one of the largest retail chains among the countries in the Gulf Co-operation Council (GCC). . The Company deals in child wear and baby care products having 16 retail outlets and employs above 590 employees spread over the UAE. Baby shop is part of the Landmark Gulf Group and has a turnover of over one billion by itself. Key Responsibilities: ❖ Responsible for the entire gamut of functions in Human Resources for the Babyshop Concept of Landmark Gulf Group for UAE territory as well as advise and provide support to the HR Function in GCC. ❖ Responsible for the sourcing of manpower needs for the business by validating manpower plans, preparing job descriptions, identifying the most cost-effective mode of recruitment and adhering to time lines. ❖ Drive the training function for the business by designing, developing and delivering appropriate training interventions aimed at upgrading the skill & knowledge base of employees in the company. ❖ Responsible for instilling rigour in the performance management process of the business by ensuring the setting of “SMART” objectives, training managers in conducting appraisals, and ensuring reviews as per time lines. ❖ Responsible for presenting a fair & firm face of management to the line managers and staff by redressing employee grievances as well as initiating disciplinary action against erring employees. ❖ Working out compensation revision proposals for the staff & store managers in line with budgets received from corporate office. ❖ Advise Line Managers as well as staff on HR policies & procedures thereby ensuring effective implementation. ❖ Implementation of HRMS – Oracle. Primary Challenges: ❖ Streamlining HR activities and establishing credibility for the HR Function. ❖ Building a cohesive unit by facilitating the aligning of individual’s strengths and activities towards team purpose. ❖ Measuring the pulse of the employees with a view to maintain high morale of over 590 employees. ❖ Upgrade knowledge base of employees and facilitate a learning environment. ❖ Develop & Implement a Fast Track Management Scheme for the Business. ❖ Provide HR support and consultation to other baby shop stores in G.C.C. Key Results/ Achievements: ❖ Designed, developed and delivered training programmers ranging from half day to two days on Induction, Time Management, Leadership Skills, and Team working to the 39 Area / Store Managers as well as Customer Service to the 590 staff employees of the company. These modules were also forwarded to other stores in G.C.C. ❖ Recruited over 150 sales associates worldwide including those from Philippines, Egypt, SriLanka, Nepal as well as India to meet business needs after preparing detailed organograms for each stores and clear job descriptions for each role. ❖ Facilitated the process of making of modules on product knowledge for all 5 major departments of the business. ❖ Initiated the process of circle meetings every fortnight amongst staff employees with a view to provide recognition as well as opportunities of expression to high performers. Conceptualized and implemented a Fast Track Management Scheme resulting in delivering of over 10 managers to the business. ❖ Worked along with Corporate IT department to implement HRMS – Oracle. ❖ Successfully streamlined systems pertaining to recruitment, training and performance management by instilling rigour in the process and thereby ensuring credibility to the activities. Created policy and procedures manual including sections on terms of employment, health & safety, staff accommodation, recruitment for store/regional managers in order to reduce the num

Facilitated career development workshops (resume building, interview techniques, job search strategies) to enhance student employability. Built employer relationships to create job and internship opportunities, improving graduate employment rates. Managed student progress and career placement data to track the success of career services forts.