Shahan Ali Khan

Led a $61.20 million business with 5000 employees, collaborating with CEOs, COOs, and Directors.

Managed a team of 20, driving transformation
and efficiency across six plants.

Implemented change management initiatives, optimized processes, and aligned culture with objectives.

Delivered HR programs, optimized budgets, and streamlined processes using technology.

Prioritized career development, fostering a culture of continuous improvement.

Oversaw special projects, emphasizing KPIs and data-driven decisions. Implemented HR technology, job evaluation methods, and dashboards.

Facilitated culture change and strategic hiring, enhancing productivity.

Demonstrated adaptability in diverse contexts, ensuring constant adaptation to changing work assignments.

Guided teams to project success, emphasizing talent strategy and procedural development.

Major Projects

I introduced Hay's Evaluation System, created job descriptions for all positions, and streamlined HR processes.

This included reducing 486 unique designations based on Hay's rankings, implementing HR dashboards, policies, and training initiatives.

I also designed career paths, rotations, and introduced a car monetization policy.

As Senior HR Manager for a thriving $189 million business in Karachi, I oversee 20, 000 employees, identifying gaps, implementing best practices, and instigating cultural change.

I lead a team of 60 HR professionals across 14 factories, contributing to our 26, 000- strong workforce.

I serve as a dynamic business advisor, collaborating with departments to enhance outcomes and motivation.

I streamline HR policies, foster networking for idea exchange, and establish performance goals. Resolving conflicts, ensuring timely tasks, and promoting open
communication are my forte.

My dedication to customer service, team morale, and international collaboration underscores my commitment to organizational triumph

Major Projects:

System Based Implementation:

Implemented HR software with AMS and ERP, managed end-to-end processes.

Transitioned accounts to digital, embracing technology.

Developed executive employee dashboard.

Talent Management:

Led key hiring, transforming departments with 100 strategic hires.

Developed KPIs, mapped roles, initiated Succession Planning. Formulated talent strategy.

Recruited diverse talents, conducted skill assessments.

Guided internal promotions, enhancing capacities.

HR Operations:

Conducted Competency Assessments, actively engaged in committees, implemented austerity measures, facilitated rapid team integration and
structured efficient workflows.

Employee Engagement:

Organized Women's Day events, conducted virtual health sessions, implemented ILO program, collaborated with 100days100lives, hosted employee
celebrations and blood drives.

Facilitated student visits, established collaboration with Female Transportation Service, and oversaw internships.

Employer Branding:

Won the 8th Employer of the Year "Gold Award, " secured 1st prize from Tommy Hilfiger, and spearheaded employer branding activities.

Conducted employee inductions, pioneered job fair participation, and represented HR at global platforms.

Training & Development:

Managed course collaboration, totaling 630 training hours. Executed skill development matrix, digitized performance data, and launched Artistic Leaders of Tomorrow.

• Ensuring strategic alignment of HR management to attract, retain and develop manpower in line with company’s strategic foresight and emerging needs.
• Generating management recommendations for advice on emerging HR issues of strategic importance.
• Serve as an active and influential business advisory role with other departments in order to drive business results and employee motivation. Also Leverage HR team resources to drive change in leadership & organizational development.
• Streamlining HR policies and procedure development, management and implement in line with business needs of excellence and growth.
• Develop and implement manpower planning, job analysis strategies and a comprehensive training plan
• To seek management approvals for various HR actions, such hiring, separation, payroll and other benefits dispersal.
• Serve as a key member advising business leadership, team responsible for HR processes, and organizational issues including grievances.
• Develop employee retention strategies with leadership, organizational development and talent planning and acquisition
• Monitor employee separation process by conducting exit interviews, clearance and Full and Final settlement processing.
• Responsible for Annual performance appraisal process and tackle queries and issues of staff and respective HOD’s.
• Monitor Payroll operations and bank transfer activities. Approve reimbursement vouchers, loans and other compensation. Also ensure enrollment of staff in EOBI and SESSI.
• Review and update organizational policies and procedures and ensure deployment of the same.

Core Responsibilities
• Provided guidance and input on business unit restructures, workforce and succession planning.
• Worked closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Managing a complete workforce of approximately 4500+ employees for functions (Spinning, Weaving, Yarn Dying and Information Technology).
• Identified training needs for business units and individual executive coaching needs.
• Participated in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met.
• Supervising Human Resource Business Associate & Human Resource Officer for HR Operations.
• Provided HR policy guidance and interpretation.
• Provided day-to-day performance management guidance to line management (coaching, counselling, career development, disciplinary actions).
• Major Projects
• Project Team Member of Lean Manufacturing project across Gul Ahmed. Achieved 30% reduction in employees.
• Project Lead for Designing, Implementation & Execution of Performance Appraisal System.
• Project Lead for Designing, Implementation & Execution of Overtime Policy to reduce overtime. Achieved reduction of overtime to a staggering 35% through policy implementation across Gul Ahmed.

• Talent Acquisition
• Developed recruitment strategy including job posting optimization.
• Identified and sourced appropriate talent for current open roles within the organization.
• Managed recruitment process, including initial assessments, interviews, and offers.
• Counseled candidate on corporate benefits, salary, and environment.
• Used social media, job boards, Internet sourcing, and other technical means to source candidates for open jobs.
• Employee Engagement
• Coordinated and hosted new hire Orientation.
• Worked with global HR team as well as cross-functional teams to identify unique needs while balancing the overall purpose and requirements of the employee engagement strategy.
• Planned, managed and supervised Global employee engagement program (Live Better Program).
• Devoted sufficient time for events and resources:( training's, networking events, career drives, volunteer events, workshops (EOHS, Fire Fighting, Slip, trips and fall)
• Performance Management
• Implemented, managed and supervised performance management system.
• Training & Development
• Handling and organizing training's, webcasts within organization.
• Managed and Implemented training's plan for efficient career progression for new hires within organization.


• Employee Relations
• Provided advice and counseled managers and supervisors regarding personnel practices, policy and employment laws and build hiring processes for a variety of levels from temporary staffing to executive placement.
• Led sourcing and recruiting initiatives and processes to leverage networking and employee referrals.
• Handled university & college relations and oversees sourcing and internship programs.
• Ensures compliance with all state and federal discrimination and employment regulations.

Job Responsibilities

Talent Acquisition

• Managing Talent Acquisition through encompassing talent
procurement, workforce planning functions involving
organizational talent forecasting, talent pipelining, and strategic
talent assessment and development as per plan.
• Efficiently performing talent activities including, advertising jobs
in the local dailies, short-listing of prospective
candidate for interview/ selection.
• Developing & implementing on-boarding plans for new hires &
handle post-hire talent issues, retention & career progression.
• Ensuring employment branding practices & corporate hiring
initiatives through universities involvement & career drives.

Employee Relations

• Managing and Implement Human Resource policies and
procedures.
• Develop performance management system for employees.
• Keep record of all human resource policies, programs and
practices to keep management informed.
• Deal with day to day affairs on different HR/IR matters & handling
conflict management.

Training & Development

• Develop Training plans timely.
• Conduct Trainings according to ISO 9001:2008 Standards.
• Developed Training Tests according to Training Plans.

Human Resource Operations

• Prepare appointment letters, salary packages, employee
clearance and maintenance of personnel files of all the
employees including contract employees.
• Developing new hires evaluations through various departmental
tests to adjudge performance accordingly.
• Coordinating daily attendance and overtime reports of
employees and submit monthly reports to management.
• Ensure effective management of time management system,
verify its manual integration with factory management and
liaise with Information Technology team on its support.
• Managing issuance of company ID cards to employees.
• Preparing monthly head count report and update org charts on
regular basis.
• Maintaining records of employee probation evaluations, leaves
and disciplinary actions.
• Managing of HCM system according to the company needs.
• Arranging travel/hotel services via head office admin
department.
• Issuing information memos in case of birth or demise of a close
relative of a permanent employee.
• Preparing and issuing experience certificates at the time of
handing over the full and final settlement cheques.
• Supervising & Maintaining Employee’s Personal File Records
and master list of permanent/contractual employees.
• Managing smooth operation of employee exit from the
organization after resignation.
• Keeps track of any changes in the employees’ status and
updates the master list accordingly at the time of recruitment,
separation and change in status of employment.

Compensation & Benefits

• Managing employee medical claims.
• Overseeing EOBI, WPPF, & SESSI processing.

Job Responsibilities
• Supervise the Recruitment process end-to-end.
• Responsible for implementation of Corporate HR initiatives in
the Process.
• Develop Process specific polices and systems.
• Responsible for Joining, Induction, Appraisals & implementation
of Human Resource initiatives.
• Ensure employee concerns are resolved within committed
timelines.
• To be accessible when an employee has any grievance that
requires Human Resource intervention.
• Responsible for areas of Human Resource Operations (This
includes employee relations, compensation management,
employee interface, compliance related documentation, exit
process & attrition analysis and change management).
• Implement Human Resource programs for Orientation,
Performance Management, Rewards & Recognition programs.
• Oversee the performance management process including goal
setting, deployment of Job dashboards, attendance system and
performance appraisals.

• Job responsibilities

• Recruitment & Selection
• Lead the creation of a recruiting and interviewing plan for each open position.
• First level screening of candidates through resumes, tests and then scheduling for interviews.
• Interviewing & selecting candidates for the entry, Mid-level & senior level positions.
• Efficiently and effectively fill open positions.
• Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation.
• Build networks to find qualified passive candidates.
• Conduct Employee’s Orientation for Organization
• Coordinate with universities recruiting initiatives & develop working relationships.
• Attend career fairs for recruiting and company recognition.
• Assist in performing reference and background checks for potential employees.
• Assist in preparing and sending offer packages.

• Training & Development
• Responsible for maintaining training proposals.
• Gathering information as well as negotiating with various training houses.
• Planning & Scheduling for Training with proper timelines.
• Conducted training's for in-office for Leave automation.

• Employee Relations
• Maintain and amend timely updating of various policies & procedures.
• Ensuring that birthday greetings, grievance handling and disciplinary proceedings are carried- out in line with company policy.

• Operations
• Maintain all pertinent applicant and interview data in the Human Resources Information System (HRIS).
• Supervising & Maintaining Employee’s Personal File Records.
• Monitoring & keenly observing Daily Attendance system.

• Compensation & Benefits
• Analyzed Appraisals for positions at various levels
• Conducted annual increments timely.
• Salaries of permanent / contractual staff.

• Major Tasks / Projects
• Project Lead of Electronic Leave system for the employees at Head Office.
• Project Lead of Employee News-Letter for the Organization.
• Project Lead of development of Job Description Process.

• Job responsibilities
• Administered Desktops & Laptops according to Citigroup policies & standards.
• Carried out all documentation of audit, compliance, maintaining checklist, and monthly MIS (using MS Office 2003) of Call Detail Reports (CDR), systems availability and response time.
• Implemented contingency plan (Continuity of Business) in case of equipment/link/sites contingencies.

• Projects
• Assisted in migration Project Implementation of Windows 2000 Professional (SOE)