General Manager Human Resources
Fazal Cloth Mills Limited
Total des années d'expérience :24 years, 8 Mois
The role covers all aspects of HR including HR Operations, Talent Management, Training & Development, Industrial Relations and
Employee Facilitation.
• Working closely with Property General Manager for day to day Operations and Corporate for strategic alignment.
• Being part of the Excom, involved in all major decisions related to property.
• Prepare HR budget, covering all aspects of HR.
• Collaborate with various departments to deliver impactful HR solutions to the business challenges.
• Grievance handling of employees.
• Managing the Union and advising the management in effective resolution of IR issues including court cases.
• Right sizing with benchmarking international standards for manpower requirements.
• Manage payroll section for regular payroll processing with accuracy and on time.
• Management of staff cafeteria and Mosque.
Founded this consultancy company with the vision in mind to bridge the gap between the corporate sector and available depth of
HR Profession. Started with small projects partnering with the other consultants in order to provide full professional support to
complete the projects in stipulated time. Fulfilled the executive search requirements for various corporates.
My role covers both strategic and operational roles under the umbrella of The Aman Foundation.
• Being head of Compensation & Benefits and Policies plays strategic role with The Aman Foundation and participate and provide input in Executive Committee meetings regarding the compensation strategy, turnover and policies matter.
• Being the Head of HR for Aman Health Care Services (largest operations under Aman Foundation) I am responsible for all major decision making related to HR for Aman Health, e.g. any structural changes, headcount budgeting, Employee Relations and issues pertaining to IR related issues.
• Re-structured and rationalized HR Department to form new centralized HR function through Shared Services concept for all three entities under Aman Foundation, resulting better service with less headcount requirements.
• Supervised outsourcing of payroll and implementation of new HRIS for better analytics.
• Implementation of new performance management system and management of increments for the whole organization.
• Restructuring various departments for both cost savings and better efficiency.
• Played leading role in success of Sind Ambulance Project by providing HR support.
• Introduced system based HR ticketing system in order to provide better support to stake holders.
Head of C & B and OD, Head of Talent and Head of HR (Karachi Plant)
•My last assignment with Lucky Cement was to lead a team of Comp & Ben and OD function of the organization, which also takes care of organization payroll and currently engaged in implementation of SAP-HCM in the organization.
•Designed future leaders program for the organization with proper 3rd party assessment and finally individual development plan
•Revised the reward management practices of the organization from traditional increment system to formal objective based performance management system
•Proposed variable pay plan to link pay with performance
•Implemented major changes in benefits structure by revision of Gratuity Policy, Vehicle Policy, Cellular Policy and Loan Policy
•Introduced new policies for better benefits and clarity on corporate values to employees, i.e. Relocation Policy, Club Membership Policy, Female Transportation Allowance, Code of Conduct and Whistle Blowing Policy, Separation Policy, etc.
•Identified career development ladder for the organization and exercised succession planning at Head Office Level in 1st phase
•Shaped the organization through formation of organization wide Organograms with identified positions and lead the project of developing Job Descriptions for the whole organization
•Provide clarity to the system through HR Process Flows which further helped in the preparation of ASIS document for SAP implementation
•Played important role in strategic HR planning for the coming year and preparation of HR budget for the organization
•Delivered on various local & international recruitment projects on group level, identified senior professionals, conducted interviews and negotiate offers.
•Introduced Management Trainee Program, Trainee Engineer Program and US-AID Women In Trade program.
•Independently worked on Manpower Rationalization project; Proposed structural changes and reduced excess headcount in various departments
Implemented HR strategies to sustain and help grow the organization to meet the corporate HR objectives
•Managed full spectrum of Human Resources activities, including recruitment, payroll process, compensation and benefits, talent management and development and change management in the organization.
•Handled additional responsibilities related to Administration and Industrial Relations functions.
•Contributed in driving world class employee satisfaction through implementation of relevant organizational initiatives that build on employee commitment like WRP (Workplace Rights Policy) of Coca Cola, local labor laws and implementation of corporate policies, conducted insight surveys and other employee engagement activities.
Developed HR Strategy and Direction: Established an annual action plan associated with HR budget in line with corporate HR strategy and direction. Monitor achievement of action plan against HR milestones and KPI’s. Took part in Business review meetings to provide updated performance reviews and identified proactively current and future people related issues and addressed new opportunities.
HR Delivery: Ensured HR operational processes and systems are meeting required standards in terms of internal business partner’s satisfaction, in line with legal and organizational requirements.
•Directed and controlled recruitment programs to deliver effective and timely results utilizing corporate approved processes. Implemented effective compensation and benefit programs in accordance with corporate guidelines whilst maintaining fairness and consistency in terms of reward and recognition among employees. Attracted and retained high caliber talent.
•Administrated payroll and provided feedback on salary and benefits as a result of salary survey results and our internal equity.
•Negotiated benefits for hospitalization policy of the organization and also participated in rate negotiation.
•Provided strategy to organization to achieve 65th percentile within given time frame.
•Directed works council/union relations and managed employee communications.
•Ensured appropriate administration processes and systems are in place, which meet the respective legal and organizational requirements.
Development of Organizational Capability: Influenced the culture and supported the commitment to continued improvement, through effective implementation of approved talent management processes.
•Lead succession management to ensure appropriate pool of employees to cover current and future needs, and rationalization of headcount for better and cost effective operations.
•Managed performance management processes and conducted TNA in order to identify and recommend trainings for employees to improve their performance.
•Organized different events for Employee Engagement.
•Being part of SAP team participated in all discussions regarding development of SAP and provided valuable input in defining the structure and details of other information in SAP.
•Conducted employee insight survey/engagement survey with renowned international survey organizations Towers Perrin-ISR and Hewitt
Crescent Bahuman has an edge of being one of the vertical composite units in the world and largest facility of Denim production available in the South Asia, producing world famous brands like LEVI’S, Ben Sherman, Carrera, Mustang, Colorado, GAP, Big star, etc. Organization provides employment to over 5, 000 people.
•Managed overall HR Management, Training & Development, Employee Relations and The Crescent School.
•Managed organizational development and employee motivation, handled grievances and conduct counseling sessions.
•Conducted salary surveys in order to revise Compensation & Benefits structure.
•Played key role in implementation of ERP (HRM Module) in the HR Department.
•Supervised Internship Program and apprenticeship etc.
•Implemented Management Trainee Program against the requirements given by the various departments.
•Catered the recruitment needs of textile plant including technical & non-technical areas, hired staff in accordance with Govt. laws and company policies
•Coordinated with HODs to identify the future needs of employment and Succession Planning.
•Developed/amended new/old policies and procedures keeping the organization’s strategic goals in mind.
•Supervised the activities of Time office, sign all leave applications and monitor overtime in the light of law.
•Coordinated in ISO-9001:2000 (EMS, QMS) implementation at departmental level and participate in EHS meetings representing Human Resources Department to discuss safety and environment issues.
•Issued appointment and confirmation letters, supervise management of employee personal files (more than 4, 500), database and appropriate feeding in payroll system.
•Supervised Employee Relations Section to develop and manage employees’ relations at all levels.
•Supervised all the plant visits requested by various institutions.
•Overall managed The Crescent School as an active member of The Crescent School Committee
Sidat Hyder is one of the leading management consultants in Pakistan, involved in the projects of organizational strengthening, executive resourcing, organizing training programs and seminars. I was responsible for the management of recruitment projects, salary surveys and various organizational development projects; this included but not limited to:
World Bank Project - HR Audit of State Bank of Pakistan
•Developed data collection form, which was distributed among employees of the State Bank of Pakistan for collection of data to be used in various analysis.
•Developed perception survey form and conducting perception survey.
•Developed Manpower Profile with the use of data gathered from various sources.
•Developed job descriptions, after meeting the incumbents of all the benchmark positions identified by our team at the start of project.
•Conducted Workload analysis after in depth study of job descriptions and data collected from incumbents.
•Job evaluation through application of the “HAY Point Rating Method”.
•Identified the gaps after analysis of skills available and Competencies required.
•Prepared report on “Job Assignments, Expected Redundancies and Recruitment Needs”.
•Prepared the departmental work flowcharts after interviewing the employees of the user department involved in the work processes
GPA is converted as at Adamson University grading system, 1 is best and 4 least. Converted this using google calculator of both grading systems.