Head of Organisational Development
Mobilink Microfinance Bank Limited
Total des années d'expérience :19 années, 9 mois
Leading OD portfolio, helping organisation to establish robust talent pipeline with career mapping and succession plans aligned with LCF (Leadership Competencies Framework).
Led HR, IR and Administration function for Pakistan. Two Manufacturing facilities, one in Karachi and other in Lahore, maintaining trans-provincial trade union. Reporting in to Cluster Director HR China, Pakistan and Korea. I’m currently managing HR and IR agenda of global organization in Pakistan, ensuring consistent business operations, supporting productivity in unhindered due to industrial relations challenges. On corporate HR front, portfolio engages policy design and deployment ensuring business top line growth and bottom line sustainability.
Led HR function for Pakistan and Afghanistan; Damco Saudi Arabia HR is reporting into me as an additional portfolio. Managing employees’ engagement with business and constant drive to produce business results. Liaison with Area ‘n’ Regional offices in Dubai and ensure the implementation of area, regional and global initiatives and policies deployment at country level focusing legislative compliance and adherence to the business needs. Developing pipeline for future mid level managers and leadership position(s), acquiring best possible fit from the market to keep the talent pipeline filled in.
Partnering with the business leaders around resource allocation, org. design and capability development
Leading as change agent, managing HR processes focusing and leadership development within the organisation.
Plan and facilitate the annual HR processes such as performance management, talent reviews, employee engagement survey, workforce planning etc.
Designed and deployed Middle East Area (MEA) level rewards and recognition scheme.
Leading Area and Regional projects on Org. Development and reinforcing global compliance policies.
Delivered 16%age points improvement in employee engagement, 7%age points improvement in company’s values index and 3% points in managerial effectiveness (2014 vs 2016).
Company and Leadership scores improved by 15%age points (2014 vs 2016)
Team synergy and confidence improved by 17%age points (2014 vs 2016)
Closely monitoring and ensuring overhead to CM1 ratios with respect to HR cost and business affordability
Spearheading the HR, IR, Administration and Security function. Leading design and development of complete HR structure with bottom-up approach and processes. Primary focusing on development of business HR Strategy, Policies governing Comp. ‘n’ Ben. Structures and pay-mix, job grade structures, Organisational development plans after establishing resource plans. Currently studying the pharmaceutical industry dynamics, operations, salaries and benefits surveys to plan realignments and establish development plans along-with targets for 2015.
Current portfolios and accomplishments
Developing policies and process structures in line with ISO and WHO
Handling design ‘n’ deployment of HCMS ERP integration with payroll to establish HR database backbone
Managing junior to senior Management positions recruitment
Working approval and establishment of funded and recognized Provided Fund
Alignment of annual increments organisation wide
Developing of Administration Services support structure
Managing deployment of CCTV setup project worth PKR 1.5 Million and security function and protocols
Leading the entire spectrum of HR functions. Developing business partnering approach focusing organisation design ‘n’ development and creating communication channels for employees, focusing organisational development and employee engagement.
My work includes; developing compensation and benefits structures in alignment with market trends and business needs, talent management, succession and organisation development, cross functional HR business partnering as shared services, HR strategy implementation and HR Operations integrated management systems development through ERP based HRMS.
This also includes:
Providing strategic input to the Management in the formulation and execution of people leadership strategies for their respective business segment
Conducted Mercer Total Remuneration Survey and successfully deployed adjustments and improvement in compensation and benefits structure along with changes in job grades structures.
Developing and implementing HR policies and ensuring compliance with corporate guidelines and statuary requirements
Managing recruitment from middle to senior management strategic level positions
Undertaking manpower planning exercises in line with the business strategy and development of succession for BCPs (Business Critical Position)
Developing future leadership pipeline focusing BCRs (Business Critical Resource), development of assessment center for internal vertical and horizontal development after identifying and evaluating competencies
Supporting the business heads in implementing an employee engagement action plan
Leading as a strategic business partner in the process of organizational development and reorganization in line with the future business requirements. Guiding and helping design and implementation of KPIs focusing improved functional and business performance.
Managing Oracle based ERP HCM/HRMS and integration with Payroll module with Finance
Developing relationships with universities in order to acquire best possible talent enriching talent pipeline
Ensuring operational excellence for HR Operations and employee life cycle.
Promoted to HR Business Partner. The new role gave me the opportunity to get involved with long term business HR planning and decision making. Roles and achievements:
Compensation and benefits management, organisational and policies development, recruitment and talent management, resource and succession planning, cross functional HR business partnering as shared services in framework of global and regional SOPs, HR strategy implementation.
Thomas behaviour and aptitude assessment profiling trained
First Choice Master Bronze certified, equivalent to Six Sigma Green Belt
Trained and led ISO 9001:2008 certification for HR function
HR DHL PK were the first runner up in 2009 and won APEM HR Excellence Award Asia Pacific in 2010
Recognized and Awarded as Best Captain for “I’m Sales Person” lead generation camping 2010. Led a 46 members team to achieve 641% against the assigned target
Countrywide management of HR affairs, looking after the full spectrum of country specific HR goals of performance management, compensation and benefits, employee relations and engagement, learning and development
Development of HR strategies & policies and training calendar in alignment with business objectives to achieve country, regional and global business targets
Liaison and management of insurance services providers through local and regional teams
Responsible for country wide execution and regional reporting of Performance management system
Responsible for coordination and rollout of country and regional level trainings
Resource and succession plan pipeline development and deployment for future leader
Designing, planning, rollout and deployment of first Mngt Trainee program for DHLPK
Realignment and trainings of organisational structure across PK to optimize performance and revenue generation
Succession planning for second tier and above employees to prepare future business leaders
Completed Mercer Total Remuneration Survey ‘07, ’08 & ‘10 for DHL PK
Started off my career with DHL as an Employees’ Relations resource. In addition to my role I was assigned important projects pertaining to Compensation and Resource Planning. In Oct 2008, based on successful completion of projects, Management assigned me the Compensation and Benefits position at country level. Following are some of the milestones achieved:
Recognized and Awarded as STAR PERFORMER 2008
Compensation and Benefits
Completed Mercer Total Remuneration Survey 2007 - 2008 for DHL PK as single-point contact
Pay bands restructuring and comparative market remuneration catch-up, based on complete regression and statistical analysis of the available data.
Ensuring annual performance reviews of all employees against KPIs and IKOs
Effectively accomplished a comparative study of insurance vendors for renewal of hospitalization benefits plans across the board.
Planning, organizing and deploying compensation and resource planning strategies, major policy restructuring and benefits realignment alongwith deployment of RCS (Role Classification System) from existing Hay grade structure in DHL Pakistan
Executed resource rationalization of permanent and contract employees by way of conversion on 3rd party payroll placidly within 45 working days which resulted in 12.94% productivity improvement. Head Count rationalization projected cost savings against employment cost and employees’ back benefits worth € 243, 000
Payroll and salary administration of 3P employees
Employees’ Relations
Development and deployment of company wide communication channels and, reward and recognition programs for employees directly reflecting improved results on retention and engagement ratings
Employees’ disciplinary affairs and engagement activities across the board
Liaison with government agencies such as Labour, EOBI, ESSI, etc.
Training and Development
Conducting TNAs, regional level coordination training plans and Personal Development Initiatives round the year.
Served attachment from HRS on projects:
Unilever requested for my services from my parent organisation. Working as project based HR Specialist was a unique experience which enabled me to understand the manufacturing operations dynamics alongwith the strategic business planning and forecasting at a totally new level. Following were my responsibilities with Unilever;
Payroll and salary administration of 3P employees
Focused on process simplification for the business activities and operations procedure across Pakistan
Ensured compliance with labour laws by development of 3P systems and management trainings
Responsible for training of service providers, development of service providers contracts in accordance with statuary laws and, for managing legal and professional level conflicts
Started my true HR career as an HR Specialist with an outsourcing solution provider which increased my knowledge in the field which is rapidly growing to become one of the biggest role-player in services industry. Looking after outsourced employees of MNCs such as Unilever, Johnson and Johnson, GSK, Wartsila and Sanofi Aventis provided the insight on HR operations challenges in manufacturing concerns. Following were my key responsibilities:
Payroll and benefits administration of outsourced employees
Managing of clients’ outsourced employees’ affairs from Induction to separation, transfers and promotion proposals
Ensuring customer and employees are properly severed to foster loyalty and future company growth in accordance with the SLA (Service Level Agreement)
6 weeks Internship at Supply Chain, Customer Services Sales Accounting Department.
Started my professional career as a network administrator. Following were my key responsibilities;
Development and administration of computer networks
Assisting during the course of lectures and labs activities
Invigilating and conducting examinations, conducting students counseling sessions
Guiding and providing advisory to student on project assignment and project management
Labour Law and Industrial Relations Management 3 months diploma
Masters in Public Administration with dual specialization in HRM and Developmental Strategies
Special training session organised by Ministry of Industires, Production & Special Initiatives Government of Pakistan
Successfully Completed Business English course of 40 hours held at Institute of Business Administration
Training session at Nation Institute of Labour & Administration Training, Government of Pakistan
B. Sc Computer Sciences with Mathimatics and Statistics as optional subjects
Computer Sciences with Mathimatics and Physics as optional subjects