Muskaan Iqbal

Designed and streamlined recruitment, onboarding, and offboarding processes, reducing average time-to-fill to 30 days, achieving 50% internal hires, and ensuring 100% compliance with policies and diversity objectives.
Developed structured internal promotion frameworks, supporting career progression and contributing to 50% of total recruitment from internal talent.
Led UAE-wide employee barometer survey; achieved 95% completion rate, conducted post-survey analysis, and facilitated department-specific action planning workshops within 6 weeks, translating insights into measurable improvements.
Built a company-wide dialogue framework, conducted manager assessments, delivered training to 100+ line managers, and established clear KPI monitoring for employee engagement, performance conversations, and follow-up actions.
Implemented 3 new engagement initiatives, achieving 80%+ participation, improving morale, retention, and workforce satisfaction.
Delivered targeted training sessions for people managers on handling sensitive conversations, recruitment skills, and KPI accountability, strengthening leadership capability across the organization.
Conducted salary benchmarking and pay gap analysis, ensuring equitable and competitive compensation decisions aligned with organizational goals.
Performed detailed analysis of overtime patterns and workforce metrics, identifying high-cost areas, optimizing allocation, and recommending efficiency improvements.
Reviewed, updated, and communicated 100% of local HR policies, ensuring clarity, compliance, and alignment with labor laws and corporate standards.
Monitored key HR KPIs across recruitment, engagement, training, onboarding, and retention; provided actionable insights for strategic workforce planning and leadership decision-making.

Designed and streamlined recruitment, onboarding, and offboarding processes, Developed structured internal promotion frameworks, Led UAE-wide employee barometer survey, Built a company-wide dialogue framework, Implemented 3 new engagement initiatives, Delivered targeted training sessions for people managers, Conducted salary benchmarking and pay gap analysis, Performed detailed analysis of overtime patterns and workforce metrics, Reviewed, updated, and communicated 100% of local HR policies, Monitored key HR KPIs across recruitment, engagement, training, onboarding, and retention

Conducted end-to-end recruitment for real estate clients in Dubai, Posted jobs on platforms such as Bayt, LinkedIn, indeed and screened high-volume applications, Shortlisted resumes, conducted telephonic and video interviews, and coordinated final rounds with hiring managers, Successfully placed multiple candidates across as sales agent in real estate portfolios within tight deadlines, Built a strong candidate database for future hiring needs in the real estate sector

Conducted end-to-end recruitment for real estate clients in Dubai, focusing on roles in sales and property management.
Posted jobs on platforms such as Bayt, LinkedIn, indeed and screened high-volume applications.
Shortlisted resumes, conducted telephonic and video interviews, and coordinated final rounds with hiring managers.
Successfully placed multiple candidates across as sales agent in real estate portfolios within tight deadlines.
Built a strong candidate database for future hiring needs in the real estate sector.

Lead end-to-end recruitment processes including sourcing, candidate generation, screening, assessments, background checks, preparing offers, and onboarding.
Analyzed selection matrices to choose the optimum recruitment channels, maintaining a talent pool, and implemented corrective measures to close hiring gaps and reduce Time to Hire.
Researched market best practices in recruitment and proposed improvements to enhance the recruitment process.
Regularly coordinated with stakeholders as the single point of contact to discuss project deliverables and open positions, ensuring an efficient recruitment cycle through effective relationship management.
Collated weekly statistics on recruitment status, demographics, and talent pipelines with high accuracy and attention to detail, reporting to the Head of Recruitment and Business Units while maintaining applicant data.
Strategized with hiring managers on workforce planning, identifying key roles, and finalizing job descriptions.
Integrated Tapal Leadership Framework competencies into interview evaluation forms and assessment tools, ensuring alignment with desired leadership qualities in the recruitment process.
Leveraged recruitment tools such as SuccessFactors Recruitment module and LinkedIn Recruiter to develop sourcing and candidate engagement strategies.
Lead potential assessments for employees, utilizing the 9-box grid framework.
Managed the performance management cycle, from evaluation to finalizing performance and potential positions ensuring accurate and fair assessments that informed development plans and succession strategies.
Launched the Aghaaz (Inclusion at Tapal) program to encourage hiring people with disabilities, introducing an up-skilling program for sensitization sessions to bridge communication gaps.
Made SIP 2024 inclusive and represented Tapal as an equal employer brand. Demonstrating commitment to inclusivity and equal opportunities boosts the company's reputation as a socially responsible and progressive employer.

Lead end-to-end recruitment processes including sourcing, candidate generation, screening, assessments, background checks, preparing offers, and onboarding, Analyzed selection matrices to choose the optimum recruitment channels, Researched market best practices in recruitment, Regularly coordinated with stakeholders as the single point of contact, Collated weekly statistics on recruitment status, demographics, and talent pipelines, Strategized with hiring managers on workforce planning, Integrated Tapal Leadership Framework competencies into interview evaluation forms and assessment tools, Leveraged recruitment tools such as SuccessFactors Recruitment module and LinkedIn Recruiter, Lead potential assessments for employees utilizing the 9-box grid framework, Launched the Aghaaz (Inclusion at Tapal) program

Pioneered the development of Employee Wellness Program “Cup of Care” to boost employee productivity and satisfaction by focusing on employees mental, physical, emotional, and financial well-being.
Developed and executed employer brand strategies to attract top talent by driving a significant increase in engagement and followership on LinkedIn.
Crafted the strategy for e-learning platform to promote self-learning within the organization by engaging employees in competition and appreciation of top learners on different company platforms.
Managed the end-to-end planning and execution of Summer Internship Program, achieved exceptional success through targeting universities for recruitment drives resulting in 100% increase in applications vs LY.
Spearheaded the launch of Employee Recognition platform in line with Tapal Leadership Framework enhancing workplace morale and fostering a culture of appreciation. The program resulted in a 2% increase in employee engagement, improved team collaboration and elevated overall job satisfaction.
Led the conceptualization and execution of “Tum Mein Aik Aur Cup Chai” session in collaboration with IBA to bridge the gap between academia and industry. The session focused on Nurturing Gen Z For Future Success and Growth.
Managed an overall budget of 40 million PKR to implement initiatives uplifting employee experience and workplace culture.

Pioneered the development of Employee Wellness Program 'Cup of Care', Developed and executed employer brand strategies, Crafted the strategy for e-learning platform, Managed the end-to-end planning and execution of Summer Internship Program, Spearheaded the launch of Employee Recognition platform, Led the conceptualization and execution of 'Tum Mein Aik Aur Cup Chai' session, Managed an overall budget of 40 million PKR to implement initiatives uplifting employee experience and workplace culture

Managed end-to-end recruitment for all vacancies, ensuring the acquisition of high-quality talent to drive overall business growth.
Established and maintained strong relationships with headhunters and third-party vendors, effectively fulfilling ad-hoc hiring needs and ensuring a diverse talent pipeline.
Analyzed training needs and executed targeted training programs to enhance the skills and capabilities of current and future leaders, fostering a culture of continuous improvement and development.
Introduced new HR policies and revamped existing ones after benchmarking against leading FMCGs and MNCs, ensuring alignment with industry best practices and enhancing organizational effectiveness.

Managed end-to-end recruitment for all vacancies, Established and maintained strong relationships with headhunters and third-party vendors, Analyzed training needs and executed targeted training programs, Introduced new HR policies and revamped existing ones

Tracked, forecasted, and analyzed the KPIs of sales field force, Partnered with stakeholders to generate ideas and leverage resources. 360 recruitment for all functions along with talent management for the relevant functions.