SHAHBAZ SHAFIQUE

Talent Acquisition Specialist & Employee Relations Liaison

King Hamad University Hospital – Bahrain

• Led full-cycle recruitment for clinical and non-clinical departments, managing requisition intake, candidate sourcing, interviewing, and final selection in alignment with departmental staffing needs.
• Executed strategic sourcing through ATS platforms, job boards, professional networks, and social media to attract high-caliber healthcare talent.
• Partnered with department heads to align workforce planning with hospital operational goals, ensuring quality hires and organizational fit.
• Ensured strict adherence to NHRA and internal compliance standards by overseeing credential verification, licensing, and documentation for all incoming hires.
• Acted as a central liaison for employee relations, mediating workplace concerns, enhancing engagement, and supporting a culture of retention and trust.
• Conducted background checks, drafted offer letters, and supported new hire integration through structured onboarding programs and compliance with BDF regulations.
• Maintained and updated HRIS records to ensure JCI audit readiness and accurate employee lifecycle tracking.
• Monitored employee satisfaction metrics and implemented engagement initiatives to foster a positive work environment and reduce turnover.
• Collaborated with the marketing department to co-lead a hospital-wide Blood Donation Awareness Campaign, enhancing employer branding, interdepartmental engagement, and community outreach.
• Developed and enforced HR policies for a 4,500+ employee workforce, supporting regulatory alignment and consistent organizational practices.
• Administered compensation and benefits briefings, clarified policy details, and resolved employee queries with professionalism and accuracy.
• Managed employee files, verifications, and unemployment documentation with attention to legal compliance and data integrity.
• Supported audits and compliance checks through accurate documentation, process standardization, and risk mitigation measures.
• Drove process improvements across recruitment and onboarding workflows, reducing inefficiencies and strengthening HR operational output.
• Fostered transparent communication channels between employees and management, enhancing team cohesion and workplace morale.
• Acted as a key advisor to managers on HR policy compliance and change implementation, promoting accountability and continuous improvement.