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1 | P a g e
Fatna Jabeur
00971 508112368 / 0556368236
Faten.jb@live.com
ProfessionalAttributes
 Highly astute, energetic and team spirited Professional with a strong work ethic able to fulfil
numerous recruitment management roles.
 Experienced at handling a responsive recruitment mechanism to with comprehensive
experience in manpower planning, identifying the requirements, conducting interviews,
selection, induction, orientation and development of new employees through training.
 Expertise in managing, planning, coordinating, costing and control of human resource
requirements of the various departments.
 Out-of-box thinker, totally self-motivated, and clearly focused on bottom line, keen
communicator with ability to relate to people across all hierarchical levels in the organization.
 Excellent organizational skills, flexible & detail oriented attitude combined with strong
analytical & information analysis skills and a proven ability to interact with a diverse range of
people in a professional manner.
 Excellent Computer skills include Taleo and SAP.
ProfessionalExperience
Senior Talent Acquisition Specialist at Baker Hughes Middle East
(From January 2012 to Date)
Baker Hughes is a leading supplier of oilfield services, products, technology and systems to the
worldwide oil and natural gas industry. By being the service company that best anticipates, understands
and exceeds customers' expectations,Baker Hughes Advances Reservoir Performance. The company's
60,000-plus employees work in more than 80 countries in geomarket teams that help customers find,
evaluate, drill, produce, transport and process hydrocarbon resources. Baker Hughes' technology centers
in the world's leading energy markets are pushing the boundaries to overcome progressively more
complex challenges. Baker Hughes develops solutions designed to help manage operating expenses,
2 | P a g e
maximize reserve recovery and boost overall return on investment through the entire life cycle of an oil or
gas asset. Collaboration is the foundation upon which Baker Hughes builds the business and develops
next-generation products and services for drilling and evaluation, completions and production and fluids
and chemicals.
Key elements ofmy role included:
 Develop and recommend recruiting strategies to ensure a successfulsearch in a given
time frame.
 Collaboration with key business and HR partners to understand and help determine short
and long term talent acquisition needs to meet business objectives.
 Develop strong and effective partnerships with business leaders, executives, HR
Managers and to advance talent acquisition initiatives
 Develop a strategy/pipeline for talent sourcing to build candidate generation plans, which
include industry/competitive research and sourcing tactics to attract passive and active
candidates.
 Develop effective pre-screening questions in internal system (Taleo) to maximize process
efficiency, short listing CVs against the JR requirements, actively reviewing and
challenging the diversity of talent pools.
 Ensure compliance with Equal Employment Opportunity mandates, and advising
management on hiring and compensation guidelines.
 Develop, drive and execute comprehensive staffing strategies designed to recruit senior
and niche candidates in the software development space including driving a business plan
which leverages support teams including talent sourcing, competitive research,and
industry knowledge.
 Support the Operations team in managing exceptions requests for international moves.
 Work in partnership with Reward,HR and hiring managers to establish competitive,
effective total reward packages in line with budgets and global policies.
 Negotiate offers between hiring managers,suppliers and candidates, assisting in the
negotiation of release dates and backfill requirements.
 Ensure pre-employment checks are completed in line with global minimum standards,
managing any discrepancies or delays with the vendor, candidate or hiring manager.
 Use Internal HOB systems (Taleo & SAP) to drive the end-to-end talent acquisition
process.
Achievements & Project Assigned:
 2014 – Present:Handling South Arabian Gulf (Saudi, Qatar and Kuwait) & IGI ( India,
Gulf and Iraq ). Assisted in driving Diversity Project in Middle East and collaborate in
hiring 37 females in leadership team in MEAP.
 2013 -2014: Assigned New project based in North Africa and managed to implement the
sourcing strategy and delivered 30 Operation Managers to run the project.
 2012 -2013: Completed the hiring of 130 employees in Baker Hughes Middle East,Iraq,
Egypt and Pakistan.
3 | P a g e
HR Generalist at Cupola Teleservices (CTS), Dubai Outsource Zone
(From July 2008 to December 2011)
CTS – Dubai : provide outsourced contact centre services in the Middle East and has a technology
infrastructure that supports over 1,000 seats.
Key elements ofmy role included:
 Identifying current vacancies,drafting and strategically placing advertisements in newspapers
to attract appropriately qualified candidates.
 Scheduling interviews for the candidates with concerned departments.
 Conducting interviews.
 Employment verification process (educational and previous employment documents).
 Completing documentation for new joiners.
 Reporting to department heads on various aspects of recruitment.
 Oversee recruitment process and ensure implementation of competency based selection
method.
 Approving job offers and issue contracts of employment in coordination with HR Director.
 Updating all the new joiners in HR Internal System (Focus).
 Training and development – Provide training on HR policies and soft skills.
 Follow-up with administration team for visas.
 Providing monthly reports to the department heads on the status of new arrivals, renewals,
absconding and cancellations.
 Maintaining records of employees’ visas status.
 Coordination with employees for their HR and welfare issues.
 Conducting employee surveys and analysing suggestions to improve operations and
processes.
 Maintaining petty cash.
 Coordinating with finance department for LFA of resigned staff, submitting joiners and
leavers report, overtime, unpaid leave and bank details for payroll processing.
Achievement:
 During my experience within CTS in Recruitment, I have successfully recruited 900+
permanent employees by developing multiple strategies to reach and attract suitable
candidates.
 Assignments have included recruitment for RTA 8009090 & Metro, HP, Canon, Cisco,
Citrix, Fujitsu Siemens, Samsung, Banks, Gitex, Formula One,FIFA World Club Cup, Dubai
Festival...etc.
CISCO - Direct Sales Executive at Cupola Teleservices (CTS), Dubai Internet City
4 | P a g e
(From July 2007 to June 2008)
Responsibilities included:
 Managing a team of 16 agents.
 Approving French and English leads.
 Assisting the account manager in interviews
 Assisting customers with their specific enquiries.
 Meeting a targeted objective, depending on client requirements.
 Create further interest in the company services
 Provide a high level of personalized customer service.
 Submit periodic reports on telemarketing activities and results.
 Sending daily report to the team leader and account manager.
 Maintain statistics of calls made and successes achieved.
 Case investigation and customer problem solving.
Branch Supervisor at Cetelem Maroc Bank, Mohammedia, Morocco
(From April 2004 to March 2005)
Cetelem is a subsidiary of BNP Paribas,one of the largest banks in the world.
Responsibilities included:
 Supervising branch staff to ensure departmental and bank goals were met.
 Ensuring the highest level of customer service was extended to all branch customers.
 Resolving customer problems/complaints.
 Monitor all daily reports and review all control logs.
 Assist with customer relationship management / business development.
 Responsible for branch security and compliance.
 Assist Retail Division Manager with special projects and assignments.
 Follow all applicable laws and regulations.
Sales Manager at Masbahi Group, Mohammedia, Morocco
(From May 2003 to November 2003)
IT hardware and Software Retail Company.
Responsibilities included:
 Developed a business plan and sales strategy for the existing market.
 Responsible for the performance and development of the account executives.
 Prepare action plans for individuals and the team to generate sales leads and prospects.
5 | P a g e
 Initiate and coordinates development of action plans to penetrate new markets.
 Assist in the development and implementation of marketing plans as needed.
 Conduct one-on-one reviews with all account executives to build more effective
communications, to understand training and development needs, and to provide insight for
the improvement of account executive’s sales and activity performance.
 Provide timely feedback to senior management regarding performance.
 Provide timely, accurate,competitive pricing on all completed sales proposals, while striving
to maintain maximum profit margins.
 Maintain records of all pricing, sales,and activity reports submitted by account executives. .
 Control expenses to meet budget guidelines.
 Adhere to all company policies, procedures and business ethics codes and ensure that they
were communicated and implemented within the team.
 Recruit, test,and hire account executives.
Education & Qualification
CERTIFICATES:
 January 2015- Studding MBA / International Business Management Specialized in HR at
Geneva University – Dubai/UAE.
 2011-2012 - International Diploma, Human Resource Management Specialist from AIBM
American Institute of Business and Management- USA.
 2001-2003 - Business Administration Management High Diploma, Institute of Technical
Management (IFTE) –Morocco
 2000 – 2001- High School Certificate in Science, College Abdelkarim Khatabi, Casablanca,
Morocco
LANGUAGES
 Arabic – First language
 French – Second language
 English – Excellent
6 | P a g e

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Fatna Jabeur Resume 2016 docx

  • 1. 1 | P a g e Fatna Jabeur 00971 508112368 / 0556368236 Faten.jb@live.com ProfessionalAttributes  Highly astute, energetic and team spirited Professional with a strong work ethic able to fulfil numerous recruitment management roles.  Experienced at handling a responsive recruitment mechanism to with comprehensive experience in manpower planning, identifying the requirements, conducting interviews, selection, induction, orientation and development of new employees through training.  Expertise in managing, planning, coordinating, costing and control of human resource requirements of the various departments.  Out-of-box thinker, totally self-motivated, and clearly focused on bottom line, keen communicator with ability to relate to people across all hierarchical levels in the organization.  Excellent organizational skills, flexible & detail oriented attitude combined with strong analytical & information analysis skills and a proven ability to interact with a diverse range of people in a professional manner.  Excellent Computer skills include Taleo and SAP. ProfessionalExperience Senior Talent Acquisition Specialist at Baker Hughes Middle East (From January 2012 to Date) Baker Hughes is a leading supplier of oilfield services, products, technology and systems to the worldwide oil and natural gas industry. By being the service company that best anticipates, understands and exceeds customers' expectations,Baker Hughes Advances Reservoir Performance. The company's 60,000-plus employees work in more than 80 countries in geomarket teams that help customers find, evaluate, drill, produce, transport and process hydrocarbon resources. Baker Hughes' technology centers in the world's leading energy markets are pushing the boundaries to overcome progressively more complex challenges. Baker Hughes develops solutions designed to help manage operating expenses,
  • 2. 2 | P a g e maximize reserve recovery and boost overall return on investment through the entire life cycle of an oil or gas asset. Collaboration is the foundation upon which Baker Hughes builds the business and develops next-generation products and services for drilling and evaluation, completions and production and fluids and chemicals. Key elements ofmy role included:  Develop and recommend recruiting strategies to ensure a successfulsearch in a given time frame.  Collaboration with key business and HR partners to understand and help determine short and long term talent acquisition needs to meet business objectives.  Develop strong and effective partnerships with business leaders, executives, HR Managers and to advance talent acquisition initiatives  Develop a strategy/pipeline for talent sourcing to build candidate generation plans, which include industry/competitive research and sourcing tactics to attract passive and active candidates.  Develop effective pre-screening questions in internal system (Taleo) to maximize process efficiency, short listing CVs against the JR requirements, actively reviewing and challenging the diversity of talent pools.  Ensure compliance with Equal Employment Opportunity mandates, and advising management on hiring and compensation guidelines.  Develop, drive and execute comprehensive staffing strategies designed to recruit senior and niche candidates in the software development space including driving a business plan which leverages support teams including talent sourcing, competitive research,and industry knowledge.  Support the Operations team in managing exceptions requests for international moves.  Work in partnership with Reward,HR and hiring managers to establish competitive, effective total reward packages in line with budgets and global policies.  Negotiate offers between hiring managers,suppliers and candidates, assisting in the negotiation of release dates and backfill requirements.  Ensure pre-employment checks are completed in line with global minimum standards, managing any discrepancies or delays with the vendor, candidate or hiring manager.  Use Internal HOB systems (Taleo & SAP) to drive the end-to-end talent acquisition process. Achievements & Project Assigned:  2014 – Present:Handling South Arabian Gulf (Saudi, Qatar and Kuwait) & IGI ( India, Gulf and Iraq ). Assisted in driving Diversity Project in Middle East and collaborate in hiring 37 females in leadership team in MEAP.  2013 -2014: Assigned New project based in North Africa and managed to implement the sourcing strategy and delivered 30 Operation Managers to run the project.  2012 -2013: Completed the hiring of 130 employees in Baker Hughes Middle East,Iraq, Egypt and Pakistan.
  • 3. 3 | P a g e HR Generalist at Cupola Teleservices (CTS), Dubai Outsource Zone (From July 2008 to December 2011) CTS – Dubai : provide outsourced contact centre services in the Middle East and has a technology infrastructure that supports over 1,000 seats. Key elements ofmy role included:  Identifying current vacancies,drafting and strategically placing advertisements in newspapers to attract appropriately qualified candidates.  Scheduling interviews for the candidates with concerned departments.  Conducting interviews.  Employment verification process (educational and previous employment documents).  Completing documentation for new joiners.  Reporting to department heads on various aspects of recruitment.  Oversee recruitment process and ensure implementation of competency based selection method.  Approving job offers and issue contracts of employment in coordination with HR Director.  Updating all the new joiners in HR Internal System (Focus).  Training and development – Provide training on HR policies and soft skills.  Follow-up with administration team for visas.  Providing monthly reports to the department heads on the status of new arrivals, renewals, absconding and cancellations.  Maintaining records of employees’ visas status.  Coordination with employees for their HR and welfare issues.  Conducting employee surveys and analysing suggestions to improve operations and processes.  Maintaining petty cash.  Coordinating with finance department for LFA of resigned staff, submitting joiners and leavers report, overtime, unpaid leave and bank details for payroll processing. Achievement:  During my experience within CTS in Recruitment, I have successfully recruited 900+ permanent employees by developing multiple strategies to reach and attract suitable candidates.  Assignments have included recruitment for RTA 8009090 & Metro, HP, Canon, Cisco, Citrix, Fujitsu Siemens, Samsung, Banks, Gitex, Formula One,FIFA World Club Cup, Dubai Festival...etc. CISCO - Direct Sales Executive at Cupola Teleservices (CTS), Dubai Internet City
  • 4. 4 | P a g e (From July 2007 to June 2008) Responsibilities included:  Managing a team of 16 agents.  Approving French and English leads.  Assisting the account manager in interviews  Assisting customers with their specific enquiries.  Meeting a targeted objective, depending on client requirements.  Create further interest in the company services  Provide a high level of personalized customer service.  Submit periodic reports on telemarketing activities and results.  Sending daily report to the team leader and account manager.  Maintain statistics of calls made and successes achieved.  Case investigation and customer problem solving. Branch Supervisor at Cetelem Maroc Bank, Mohammedia, Morocco (From April 2004 to March 2005) Cetelem is a subsidiary of BNP Paribas,one of the largest banks in the world. Responsibilities included:  Supervising branch staff to ensure departmental and bank goals were met.  Ensuring the highest level of customer service was extended to all branch customers.  Resolving customer problems/complaints.  Monitor all daily reports and review all control logs.  Assist with customer relationship management / business development.  Responsible for branch security and compliance.  Assist Retail Division Manager with special projects and assignments.  Follow all applicable laws and regulations. Sales Manager at Masbahi Group, Mohammedia, Morocco (From May 2003 to November 2003) IT hardware and Software Retail Company. Responsibilities included:  Developed a business plan and sales strategy for the existing market.  Responsible for the performance and development of the account executives.  Prepare action plans for individuals and the team to generate sales leads and prospects.
  • 5. 5 | P a g e  Initiate and coordinates development of action plans to penetrate new markets.  Assist in the development and implementation of marketing plans as needed.  Conduct one-on-one reviews with all account executives to build more effective communications, to understand training and development needs, and to provide insight for the improvement of account executive’s sales and activity performance.  Provide timely feedback to senior management regarding performance.  Provide timely, accurate,competitive pricing on all completed sales proposals, while striving to maintain maximum profit margins.  Maintain records of all pricing, sales,and activity reports submitted by account executives. .  Control expenses to meet budget guidelines.  Adhere to all company policies, procedures and business ethics codes and ensure that they were communicated and implemented within the team.  Recruit, test,and hire account executives. Education & Qualification CERTIFICATES:  January 2015- Studding MBA / International Business Management Specialized in HR at Geneva University – Dubai/UAE.  2011-2012 - International Diploma, Human Resource Management Specialist from AIBM American Institute of Business and Management- USA.  2001-2003 - Business Administration Management High Diploma, Institute of Technical Management (IFTE) –Morocco  2000 – 2001- High School Certificate in Science, College Abdelkarim Khatabi, Casablanca, Morocco LANGUAGES  Arabic – First language  French – Second language  English – Excellent
  • 6. 6 | P a g e