Manager OD/ Head of the function
Pak Arab Refinery PARCO
Total years of experience :22 years, 7 Months
Worked with Mackenzie to implement Business strategy ( Beyond Tomorrow) with focus on HR key deliverables of the strategy. Used the tool, WAVE for transformation of the company for higher growth and agile ways of working.
Workforce planning of the group (PARCO, PAPCO and PPGL) aligned with business strategy and objectives. Worked with each Divisional Head to review the divisional structure, current and future business requirements and required workforce at different levels with focus on optimization of the resources.
Worked with divisional heads and senior leadership of the group on OD initiatives including review and changes to organizational structure, Rewards
Worked with Deputy Managing Director and Managing Director for preparation and finalization of the board papers.
Worked with the consultant to conduct compensation survey exercise for the position of Managing Director and developed proposal for the board.
Developed succession planning for the group for future talent pipeline and ensure readiness of the talent to meet the current and future workforce challenges.
Developed budget for the group in close consultation with Finance Division inclusive of all important areas of HR budgeting.
Transform the culture of HR Division through different interventions including informal sessions, away day, delegating authority and nurture a strong culture of team work and bonding with focus on inclusive communication, diversity and providing equal opportunity to each staff for growth.
Talent Acquisition of the group and worked with senior leadership and closed more than 50 plus positions within a time period of 6 months. This included working with Executive Search/headhunting companies, Campus Recruitments etc. Closed positions for different subsidiaries including PARCO, PAPCO and PPGL.
Worked with IBA for recruitment of Trainee Engineers and Management Trainees and part of interview panel for assessment of the trainees.
Worked as Change Manager for S/4Hana project with E&Y to implement change and communication strategy. ( Success Factor, Industry Solution ( ISOIL), Areba etc)
Leading functions including shared services, compensation and benefits, Talent Acquisition with cross functional advisory role to Organisational Development and Training.
Designed and implemented different OD projects/interventions focused around cultural change and transformation, employee engagement etc
Islamic Relief Pakistan
As head of HR, implemented HR strategy aligned with the programme strategy that included talent acquisition, performance management, learning and development, change management, Policy changes, cultural transformation, salary and benefit survey and changes to current grading and salary structure, employee engagement and nurture culture of team work, inclusion and providing equal opportunities to staff for growth.
Successfully worked for Core Humanitarian Standard Audit in Sri Lanka
Part of Senior Management Team as HR Advisor on different HR matters including organizational health, culture, work environment, systems, policies etc
Developed HR strategy aligned with programme strategy focus on system development, cultural improvement and employee friendly policies
Conducted salary and benefits survey for the year 2016, 2018 and 2019. Developed report based on market percentile with recommendations to reduce disparity.
Designed and conducted in house training programs on organizational values, translate into expected behaviors and attitudes, aligned performance management system with values.
Defined KPIs of HR team based in Islamabad and other regional offices with monthly review meetings including coaching and mentoring on key challenges.
Chaired different enquiries related to harassment at the work place and closed all cases successfully.
DEI Initiatives including hiring of differently able people, day care center, etc
Islamic Relief Sri Lanka reporting to CEO (5 months Secondment)
Developed new salary grading structure and system based on broadband method
Developed training module on Protection against sexual exploitation and abuse PSEA/safeguarding and conducted trainings on Safeguarding, PSEA, child protection to all staff and partners
Revised HR Manual and roll-out the policies with staff and partners in communities
Worked with senior leadership and UK office to develop HR systems as part of Core Humanitarian Standards Audit and attained score of 3 in HR commitment No 8.
Worked with hiring managers to attract and retain talent for different positions
Did recruitment for different positions by advertising positions on job portal.
Mentor national HR team on functional competencies as well as behavioral competencies.
Islamic Relief Indonesia reporting to CEO (3 months Secondment)
Worked with the Country Director and senior management team on following key immediate HR requirements and Challenges: Hands on knowledge and understanding of Indonesian market, inflation challenges, salaries for different cadre/positions, retention challenges etc
Managed full recruitment cycle including development of Job Descriptions, advertisement on Devjobsindo, long listing, shortlisting, design of behavioral based questions for the interview, conduct panel interviews, negotiation with the final applicant, offer letter, reference check, on boarding, induction of new joiners etc.
UK based International Non Profit Organization Reporting to HR Regional Manager Asia and Country Director
Change Manager
Phase 1 Diagnosis (Meeting with Senior Management and Core Group and companywide communication)
Phase 2 Determine requirement / Functional impact analysis: Engage Head of Department and gather requirements/impact/risk assessment
Phase 3 Organizational Design : Design initial formal functional and operational structure to address the changes require above ( Develop different organizational design options in consultation with management aligned with financial budgets, business plans and external challenges
Phase 4 Planning ( Tweeting of design, develop JDs, Job Evaluation thr Mercier, Salary Grade approval, list of redundancy, exit plans, consultation with legal advisor for smooth exit, final payment settlement, letters, closure of contracts etc
Phase 5 Implementation
Global Talent Program to attract and retain top performers (Expatriates, Secondees and National Staff)
•Implemented ADDIE Learning method for Succession Planning, HIPOs
•Implemented succession planning through well-defined method, STEM, used 360-degree assessment, competency-based TNA, 70:20:10 learning method, mapping into 9 box, bi-annual performance reviews, developing talent pipeline, readiness ratio, bench strength, retention of critical talent
•Developed 18 months learning plan for each successor and signed MOU with Etisalat Training Academy UAE to provide technical and soft trainings to selected successors.
•Implemented High Potential Employees HIPOs program, used Hogan Assessment, Quarterly Performance Reviews, and Quarterly KPIs. After one year of extensive training, HIPOs were part of Global Mobility Program to support other OPCOs
•Worked with Booz & Co for re-structuring, expand business, upscale with new flagships centers in new provinces, reaching out to larger population, developed new structure for regions and made changes in structure for Corporate Office ( Kabul), Changes made in Level 1 ( Executive Management reporting to CEO) and Level 2 ( Functional changes with new division and integration with customer centric value approach in Commercial Division)
•Worked on HR policies to make it staff friendly with focus on inclusion and women empowerment, development of day care center for female professional staff, maternity policy and flexi working hours, positive affirmative actions to strive balance of Gender Ratio especially in management ( Mid and Senior Cadre).
•Monthly reporting of HR Measurement/KPIs focus on recruitment, Talent Pipeline, staff development, staff retention, Operational cost
•Employee of the year 2009
•Mentoring of OD and Operation team to develop functional and soft skills/competencies through OJT and learning projects
•Developed Tools to implement 70:20:10 learning method with guidelines focus on learning projects with Quarterly Feedback to assess performance.
•Developed competency-based Job Description for each division through consultative approach and in close working with job holder and immediate supervisor.
•Designed and executed assessment center (Verbal and numerical reasoning, group presentation, personality test, interviews) for young professional’s graduates and recruited 60 graduates out of 300 graduates under agreement with labour Ministry.
•Developed bi-annual HR report and new policy/bonus plan approval papers for the Board in close working with CHRO
Developed HR strategy focus on following key projects: 1. Restructuring of key departments 2 Modification of HR Policies. 3 Leadership Program, 4: Rewards & Retention of key employees, 5: Cross-Cultural bonding & communication, 6: Fast Track Compensation Program
Designed and Implemented leadership program and signed training agreement with management school MDI
Designed and implemented quarterly reward program for sales, technical marketing, engineers and support professionals
Won 2nd prize for writing paper on Global ZTE Corporate Culture 2008, Written reviews on Telecom Business in Global ZTE Newsletter
Best HR team of the year 2008 ( ZTE)
Worked with Regional HR Manager on regional HR Projects including secondment policy, HR Data analysis and reporting
Designed and executed assessment center for Mid-level Engineers and Marketing Professionals
Designed cross-functional and nation team building programs every month to enhance communication, develop bonding and understanding.
IFFCO is a UAE based group of food manufacturing company with presence in Middle East, USA and Asia. I was working as Group Recruitment and Training Manager and advised companies on different strategic as well as operational requirements.
Roll out annual performance appraisal process in 18 factories including KSA and completed the process including financial gains within one month.
Worked on Emiratisation by hiring national/citizens on different positions.
Re-structuring of the Group with upscale in leadership positions, reducing cost and enhancing performance.
Delivered training session on performance management and review meetings
Recruited critical key business positions through use of Naukri, Bayt and Gulf Talent
Worked with top training schools in UAE to organize training programs based on TNA for each factory.
Mentor Senior HR staff based in each factory on group level strategy and initiatives for smooth execution.
Acquisition of more than 60 IT professionals through professional network with zero recruitment cost. Domain Dot Net, J2EE, C++, C sharp, postgreSQL, Developed agile systems and ways of working to create empowering and comfortable work environment etc
•Maintained 100 % retention of staff through innovative, informal and agile management style encouraging culture of cross functional engagements, open town hall meet ups, away days, cross- technology learning and exposure.
•Developed talent pipeline through fast track compensation program linked with monthly KPIs and performance appraisal process.
•Inclusion strategy to attract working female professionals by providing facilities like day care center, flexi hours, work from home, maternity and paternity care, leaves, enhanced hospitalization limits, friendly and secure work environment.
Participated in development of Global OD Framework with HR UK team
Finalized Global OD framework in workshop held in Johannesburg South Africa ( 2004)
Attended 5 days training program on 360 degree tool and implemented the concept for development needs of core group
MBA in IT