Nina Ali

Contract & Consulting

Contract & Consulting

• HRBP Dashboard: Creating an executive-level HR dashboard featuring revenue per employee, profitability per employee, attrition rates, top talent retention, leadership strength, goal alignment, employee engagement, and compensation equity. • Manager’s Workbook: Created a Manager Development Toolkit for first-time line managers, aligning their responsibilities with employment law in Ireland and the UK. This guide combines legal fundamentals with practical tools for effective team management, fostering confident and compliant leadership • ISO Implementation: Assisting a former employer with ISO standards, emphasising leadership, governance, and performance management. • HR Calendar: Creating a customisable digital tool for strategic planning that enhances culture, retention, and productivity by aligning social, cultural, and professional engagement initiatives, including DE&I events, team-building activities, and recognition milestones..

HR MANAGER (IRELAND & UK)

Macquarie Airfinance

• Acted as the primary HR contact for Ireland and the UK, ensuring compliant, timely, and pragmatic HR support across recruitment, employee relations, benefits, and payroll. Led the compensation benchmarking project in partnership with the VP of HR and oversaw vendor and payroll processing. Maintained accurate employee records and HRIS reporting to senior leadership, supported policy audits, and contributed to key HR initiatives including organisational design, performance management, and talent planning.

HR BUSINESS PARTNER (IRELAND, UK AND NORDICS)

Western Union

• Delivered strategic HR support across Ireland, the UK, and Nordics, partnering with senior leaders on employee relations, policy compliance, and global HR initiatives in a matrixed structure • Led complex ER cases involving performance, behaviour, and attendance, applying cultural and legal sensitivity while maintaining business continuity • Owned and implemented the global Fitness & Probity (F&P) framework: partnered with Talent to pre-assess and verify CF/PCF role levels, drafted a compliant global policy, embedded decision checkpoints into process maps, audited role applicability, and integrated renewal alerts into the HRIS • Collaborated with the Centre of Excellence on regional compensation and benefits benchmarking and alignment • Contributed to the global People Relations team, supporting policy resolution and case management across regions • Navigated an intense onboarding period while maintaining high stakeholder engagement and performance under pressure

HR Manager

Odyssey VC

• Balanced strategic HR leadership with hands-on operational excellence, collaborating closely with business leaders to develop and implement tailored HR strategies. • Manage team of 3, HR Generalist, Talent Acquisition specialist and Office Administrator. • Developed and fine-tuned performance management activities, ensuring alignment with organisational objectives and fostering a culture of continuous improvement and employee development. • Successfully executed recruitment and selection strategies, incorporating headhunting techniques and talent acquisition initiatives to attract top-tier candidates and build high-performing teams, ensuring compliance with internal approval workflows for hiring. • Led organisation design initiatives to optimise structure and processes, fostering agility and alignment with strategic objectives while enhancing team efficiency and collaboration. • Designed and implemented succession plans for critical roles, identifying high-potential talent and aligning development plans with organisational goals. • Conducted bi-annual market research and benchmarking to inform and update compensation and benefits strategies. • Administered and analysed employee engagement surveys, translating findings into actionable strategies to enhance workplace culture and employee satisfaction. • Championed Diversity, Equity, and Inclusion (DE&I) initiatives to cultivate a more inclusive and equitable workplace culture, driving awareness, education, and action across the organisation. • Implemented change management strategies to align organisational processes and strategies with parent company PAS and ATS, utilising effective communication and stakeholder engagement techniques. • Developed and implemented comprehensive HR policies and processes, ensuring alignment across all PAS business units in Ireland. • Proficiently oversee visa and permit processes, ensuring compliance and facilitating seamless relocation, secondment, and transfer activities • Collaborated with global business units and HR stakeholders to harmonise post-acquisition job architecture, performance processes, and employee engagement strategies. • Led alignment of Ireland-based and EMEA teams with global HR programs; supported French-speaking and APAC team integrations through localised policy guidance and cultural adaptation. • Maintained close operational links with third-party providers supporting EMEA compliance, including France • Organised seamless onboarding experiences for new hires, collaborating with finance, payroll, and benefits professionals across diverse locations to ensure a smooth transition into the organisation • Successfully manage global payroll within agreed timelines, deliverables, and budgets. • Designed and executed comprehensive learning and development programs tailored to individual and organisational needs, fostering a culture of continuous growth and skill enhancement among employees. • Lead in implementing and utilising a new HRIS, optimising processes and data management efficiency

HR Generalist/HR Lead - Standalone Role

MyComplianceOffice

• Delivered top-tier HR services, aligning with best practices and MCO's business objectives. • Offered precise, professional, and prompt guidance on diverse aspects of employee experience, including employee relations, performance management, company policies, employment legislation, recruitment and selection, talent acquisition, and retention. • Developed, implemented, and refined organisational policies, practices, and procedures regarding employee relations across the company. • Established strong relationships with critical stakeholders in business areas across all MCO offices. • Upheld a fair, balanced, and pragmatic people-centric approach as a trusted, valued, and integral part of the business. • Reviewed and recommended remuneration, incentive plans, and employee benefits for all employees in multiple locations, utilising data from external benchmarking pay surveys in the tech market. • Managed Talent Acquisition plan, continuously updating candidate pool lists. • Oversaw end-to-end recruitment and selection, including comprehensive onboarding, work permit applications, and induction processes for managers and employees in all business sites. • Managed the PSL list for recruitment agency partners, negotiating rates and ensuring suitable terms and conditions. • Aligned human resources strategy with business imperatives in partnership with local business and functional leaders, ensuring a positive employee experience. • Achieved staffing, retention, engagement, talent development, and Comps & Bens targets in collaboration with business leaders. • Fostered a high-performance culture by implementing programmes that reward and recognise key employee capabilities, skills, behaviours, experience, and performance.

Recruitment Executive

Lloyds Pharmacy

• Managed end-to-end recruitment process for all vacancies, including senior management positions, job analysis, advertising, telephone screening, shortlisting, interviewing, referencing, onboarding, and induction. • Served as a single point of contact for designated candidates regarding recruitment-related inquiries and concerns. • Employed traditional and creative sourcing methods to establish valuable talent pipelines. • Organised and participated in recruitment events. • Utilised and updated social media networks for recruitment purposes. • Accounted for demand, forecast, and analysis in alignment with business objectives. • Fostered strong relationships with key client stakeholders, ensuring consistent updates on progress, timelines, and achievements. • Communicated effectively with both successful and unsuccessful candidates. • Engaged with managers on hiring processes, market availability, sourcing strategies, selection criteria, and procedures. • Owned reporting against all HR agreed metrics monthly and quarterly. • Assisted in developing the employer brand, including referral scheme, social media, ad campaign development, college strategy, and execution.

HR Business Partner

Danbo International School

• Partnered with the Chief Executive Director to revitalise HR policies and processes, encompassing performance management, recruitment, selection, learning and development, absence management, and employee relations. • Strengthened communication channels by working closely with the Chief Executive Director and senior management. • Refined policies, devised Employee Handbook, and facilitated a comprehensive understanding of HR policies and employment law among employees through effective communication and training. • Established and maintained a corporate job description database, ensuring the accuracy of all job descriptions organisation-wide. • Designed and executed employee surveys to identify inconsistencies and areas requiring improvement. • Introduced and administered an Appraisal and Performance Management process. • Systematised employee file management through the implementation of an organised filing system. • Produced HR reports to fulfil standard management reporting and monitoring requirements. • Launched a Leadership Development program, instructing senior managers on executing HR policies and adherence to best practices. • Spearheaded the design and implementation of learning and development initiatives, including introducing e-learning training across the organisation. • Collaborated with and guided managers in addressing employee performance issues, resolving grievances through established policies. • Supervised and fostered the growth of a 2-member Human Resources department.

HR Generalist/Specialist

AIB