ALYA TARADA

Strategic HR Leadership & Compliance

• Developed and implemented HR strategies and policies aligned with the school’s vision, mission, and values to build a sustainable and engaged workforce.
• Ensured compliance with Bahrain Labour Law and Ministry of Education regulations; liaised regularly with relevant authorities such as LMRA, MOE, and SIO.
• Collaborated with cross-functional teams to align HR strategies with business goals, contributing to overall organizational success.
• Advised school leadership and Board of Governors on employment law, contracts, and regulatory matters to support compliant and ethical HR practices.

Talent Acquisition & Workforce Planning

• Led the school’s workforce planning and recruitment strategy in line with strategic growth and development plans.
• Supervised and coordinated with the Senior leadership team to implementing effective hiring pipelines through TES, LinkedIn, and internal networks to attract top-tier talent.
• Developed a streamlined onboarding process for improved employee retention and engagement.

Compensation, Benefits & Budgeting

• Conducted regular market salary reviews to ensure competitiveness within the Bahrain education sector.
• Prepared and managed the annual HR budget in collaboration with the Head of Finance.

Performance Management & Professional Development

• Launched and managed the school-wide performance management system, including KPIs, appraisals, and IDPs.
• Worked with school leadership to implement staff professional development frameworks that promote a performance-driven and wellbeing-focused culture.
• Led job analysis and role definition projects to support organizational growth and clarity.

Employee Relations & Wellbeing

• Oversaw employee relations, including grievance handling, disciplinary actions, and conflict resolution in line with local laws and school policy.
• Championed staff wellbeing, acting as the main point of contact for wellbeing initiatives, regular staff check-ins, and internal surveys.
• Conducted exit interviews, analyzed trends, and proposed action plans to improve retention and morale.
• Supported SLT and line managers with professional guidance on employee matters, ensuring consistency and fairness in all HR processes.

HR Operations, Systems & Team Leadership

• Led the HR department, including supervision of HR staff and oversight of daily HR operations such as payroll, leave management, and reporting.
• Streamlined workflows for improved departmental efficiency and responsiveness.
Initiatedated the development and digitization of HR records and systems (HRIS), enhancing data security, reporting, and efficiency.
• Promoted a culture of transparency, accountability, and collaboration within the HR function.

• Led a team of recruiters, overseeing the end-to-end recruitment process for 22 positions annually.
• Developed and executed recruitment strategies that resulted in an increase in the quality of hires and a reduction in time-to-fill by 50%.
• Utilized the Success Factors system that improved workflow efficiency and enabled better candidate data tracking.
• Collaborated with department heads and hiring managers to understand their staffing needs and provide strategic guidance.
• Forecasted hiring needs through analyzing turnover and retention rates.
• Developed talent pipeline strategies, identifying potential candidates through LinkedIn, social media and professional networks.
• Managed entire recruiting process, communicating with applicants, interviewers and hiring managers from search to onboarding.
• Monitoring and reporting on the latest talent acquisition metrics, including the cost per hire, the offer acceptance rate and the time to fill a company's vacancies.
• Provided market insights on talent engagement trends to ensure Aramex Bahrain is an employer of choice.
• Defined and led projects based on business needs related to reward and recognition plans, employee engagement plans and compensation and benefits.
• Ran employee engagement surveys and generated an action plan to close the gaps identified from the survey.
• Led the performance management and talent development processes including setting individual KPIs, performance appraisals, succession planning, IDPs, Future Leaders Pipeline.
• Ensured that all HR policies and procedures are regularly reviewed and continue to reflect both up-to-date employment law and best practice.
• Worked closely with the Regional HRBP and Country Manager to analyze market benchmark and make recommendations on best market practices.
• Managed day-to-day activities and employee relations at the station level - grievance, company policy and labor law adherence.
• Partnered with the Union and sustained a positive & transparent relationship.
• Developed and designed organizational structures that support effective communication, collaboration, and decision-making within the organization.
• Assisted in managing the change process associated with organizational design initiatives.
• Identified training needs and organized trainings to bridge employee skill gaps.
• Utilized the internal training platforms available (Aramex university and LinkedIn Learning) to assign the required trainings to the employees.
• Collaborated with External training providers to deliver the required technical trainings required.
• Delivered induction programs and other training programs for the employees.
• Collaborated with the Regional training Director to deliver training materials on any technical trainings required (Cargowise training, DGR and safety).

• Transformed previously disorganized, under-performing HR Department into well-functioning, cost efficient and well-designed function.
• Slashed recruitment costs by 90% by revamping recruitment strategies and bringing the functions in-house rather than depending on recruitment agencies.
• Implemented, integrated and maximized the usage of the new HRIS system which had dramatically improved the efficiency of the HR function.
• Reorganized the work by conducting thorough and intensive job descriptions, salary analysis and adjusting the salary grade system to reflect the industry standards.
• Identified and assessed future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers.
• Ran employee engagement surveys and generated an action plan to close the gaps identified from the survey.
• Led the performance management and talent development processes including setting individual KPIs, performance appraisals, succession planning, IDPs, Future Leaders Pipeline.
• Led the implementation of the manpower plan and ensured vacancies are managed and filled in line with the approved budget and executed as per the Talent Acquisition process.

• Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff.
• Attracts applicants by placing job advertisements.
• Determines applicant qualifications by interviewing applicants, analyzing responses, verifying references, comparing qualifications to job requirements.
• Developing job descriptions.
• Conduct Induction programs for all the new joiners.
• Analyzing training needs in conjunction with departmental authorities.
• Supporting the HR Management team in developing, implementing and managing the Training strategies.
• Manage Training levy budget and administer the updates as per the direction by the management team.
• Produce report on the training levy with recommendations on regular basis.
• Designing career development plans in coordination with department heads.