People ops foundations
Handbooks, policies, leave, records and the operating rhythm underneath them. Built once, properly, so you stop rebuilding it in Slack threads.
Taking on two new partners for Q4
People work, done properly.
I am Reem Aijaz, an HR consultant for growing teams. I build the hiring, onboarding and manager systems that companies usually wait too long to put in place.
12 yrsin people operations
40+teams advised, 8 to 900 people
SHRM-SCPcertified, CIPD Level 7
What I can take off your plate
Engagements run from a two-week audit to an embedded fractional role. Most start with the first one below.
Hiring and onboarding design
Scorecards, structured interviews, offer process and a first ninety days that a new hire can actually follow. Fewer bad hires, faster ramp.
Manager capability
Coaching for first-time managers plus the training and templates behind it. Most engagement problems are manager problems wearing a costume.
What people say afterwards
Reem rewrote our entire hiring process in six weeks. Time to offer dropped from 41 days to 19, and the people we hired stayed.
She told our founders things nobody internally was willing to say, and did it in a way that made them want to act rather than defend.
The manager cohort changed how our team talks to each other. Two years on, the templates she left are still what we use.
Speaking & press
Talks and workshops on hiring, manager capability and the parts of HR nobody enjoys.
2026Hiring when you have no brand yetPeopleForward Summit, DubaiKeynote
2025The manager gap in fast-growing teamsHR Tech Middle EastPanel
2025Pay transparency without the panicThe Modern People PodcastPodcast
2024Performance reviews nobody dreadsScaleup People CollectiveWorkshop
Let's fix the people problem before it's a people crisis.
A 30-minute call, no deck. Tell me what is breaking and I will tell you whether I am the right person for it.