Ifthikar Ahmed

• Align and drive HR deliveries (acquisition of talent, employee engagement, career growth and retention)
• Responsible for managing entire gamut of activities in Manufacturing & Sales HR.
• Compensation and Benefits, Employee relations, Recruitment and Retention, Learning and Development.
• Created HR Policies.
• Created Compensation Structure, Review, Promotion guidelines and Implementation, Strong understanding of Career bands and Competencies, Created and update Role-wise Salary grids. C&B benchmarking, Analysis and Proposal
• Created HR Budgeting, HR Analytics and Reports.
• Having the business strategy and needs in mind, set up, implement and continuously improve various HR processes.
• Create the annual HR plan and long term strategy based on the business objectives.
• Employee engagement, interaction and welfare, Organization & people development, succession planning.
• Drive and improve the effectiveness of Performance Management System across the organization
• Talent development leads all required HR development initiatives in Organization including talent review, succession planning, training and development.
• Keep up-to-date with changes in HR policies and procedures, & changes with the company and ensure compliance.
• Responsible for implementing the Competency Framework System within the Group, training Managers to carry out Competency Assessment, determining employee development needs and providing necessary support.

• Partner with Revenue Leadership Team to develop, implement, and maintain a comprehensive training
strategy/plan for individual contributors that results in increased commercial capability and delivery of
results.
• Develop L & D Strategy to meet the medium and long term business objectives in line with the vision and mission of the company.
• Provision of advice and guidance to the Corp HR community and line management ensuring learning activities
are of appropriate quality to positively engage our people.
• Liaison with key stakeholders to define and analyze training requirements, using sources such as Personal
Development Plans, analysis of Service Line Skills Logs, business plans articulated through value propositions
and Service Line priorities.
• Introduce the company's first formal performance review program, creating a flexible and well-received tool.
• Undertakes all administrative and logistical activity around the planning and organization of learning and
development interventions, using the Academy system.



• Create and administer Competency Assessment and Skill Audit initiatives, throughout the organization.
• Identify skill gaps and training needs, develop targeted programs and deliver content to specific segments of
revenue staff, via group facilitation and hands-on/one-on-one coaching.
• Inform strategic training direction through the application of staff feedback and “in the field” experience.
• Owning the design and execution of new content, in collaboration with senior learning designer, subject matter
experts and facilitators, that adheres to the learning design standards and level of excellence of existing
product base.
• Design Adult Learning intervention in conjunction with high profile premium educational Institutes like HBS
(Boston), NUS (Singapore), CEB, ILM (London) IIM, ISB, IIT and IIFT.
Performance Management & Succession Planning:
• Develop a framework to identify potential, address the succession planning needs and suggest potential employees for future managers.
• Build high-performance teams, coach managers on change management issues, and facilitate talent reviews and succession planning discussions.
• Monitor the assessment of skills and experiences required for unmatched critical positions, and report risk areas, if any, to line managers.
• Generate periodic reports to maintain and update the bank’s competencies at all levels and ensure the effective usage and utilization of the competencies.
• Evaluate succession planning program metrics and document results.
• Review periodically and monitor the progress of organization-wide succession planning program, and recommend a program adjustment when needed.
Knowledge Management:
• Developed an integrated and comprehensive perspective of knowledge management as a strategic function.
• Identify the strategic contexts of knowledge management and the role of organizational structure &processes.
• Delineate the role of innovations in knowledge creation.
• Raise and resolve issues in knowledge protection for sustaining competitive advantage.
• Provide a platform for sharing experiences in knowledge management with a cost-effective technique.
• Prepare & Manages a detailed L&D budget.
• Ensures the provision of management information in relation to L&D and ensures that MI supports the decision
making on future L & D strategy.

Generate periodic reports to maintain and update the Competency bank at all levels and ensure the effective usage and utilization of the competencies.
•Developed an integrated and comprehensive perspective of knowledge management as a strategic function.
•Identify the strategic contexts of knowledge management and the role of organizational structure &
•processes.
•Implement effective training policy adherence and governance processes to ensure compliance with ETA’s
confidentiality, privacy, and intellectual property policies.
•Implementing a Learning Management System (LMS)& maintaining appropriate LMS compliance standards.
•Raise and resolve issues in knowledge protection for sustaining competitive advantage.
•Advance Analytics skill: Prepare & Manages detailed MIS and L&D budget.Ensures the provision of managementinformation in relationto L&D and ensures that MI supports the decision making on future L&D Strategy

Overall Training and L&D work