Arfa Fatima

• Collaborated with subject matter experts to evaluate training needs, design curriculum, and develop engaging
learning resources, including presentations, e-learning modules, and experiential exercises for capability programs
(Aarohan, iShine).
• Integrated industry best practices and emerging training methodologies into learning programs to enhance
participant engagement and skill acquisition.
• Facilitated interactive behavioral and capability workshops for 200+ employees across three manufacturing sites,
ensuring active participation and practical application of concepts.
• Led mentoring programs (Empower, Growing Together) for 70 women employees, strengthening leadership
readiness, retention, and overall employee development strategy.
• Monitored training effectiveness through assessments, surveys, and feedback, continuously refining content and
delivery to maximize learning impact.
• Developed customized learning roadmaps and cohort programs using HRIS/LMS platforms (SuccessFactors,
WHR360) to drive capability improvement across Asia.
• Managed onboarding for campus hires (24), coordinating rotations, leadership sessions, and cultural integration,
ensuring a smooth and engaging experience.
• Oversaw Glint engagement survey execution for 2, 000+ employees, translating insights into actionable learning and
engagement interventions.
• Coordinated regional L&D communications, town halls, and leadership sessions, aligning learning initiatives with
organizational objectives.

• Partnered with leaders across Global Finance, Back Office & Internal Audit (200 employees) to identify skill gaps,
evaluate learning needs, and design targeted development programs aligned with business objectives.
• Supported the design and delivery of functional onboarding and continuous learning sessions for new hires and team
leads, ensuring effective knowledge transfer and integration.
• Conducted training needs assessments and collaborated with SMEs to develop tailored learning interventions
enhancing employee capabilities and performance.
• Managed performance cycle, capability plans, and manager coaching, reinforcing learning application and continuous
development.
• Contributed to talent readiness and succession planning by linking learning initiatives to career progression and
leadership pipelines.
• Implemented engagement and recognition programs that complemented learning initiatives, improving participation,
motivation, and retention.
• Ensured HRIS, documentation, and HR operations aligned with frameworks comparable to Qiwa, GOSI, and Mudad.

• Streamlined Talent acquisition process - recruitment, onboarding, and exit workflows through data-driven process
analysis, enhancing efficiency, compliance, and overall employee experience.
• Developed and updated the Employee Handbook to align policies with best HR practices and regulatory compliance,
ensuring consistency and strategic alignment across the organization.