Hammad Ahmad

As Head of HR EPC Business Pakistan and Middle East, I'm responsible to design and implement global HR Strategy and Operational Plans. I'm also responsible for all the Employees related administrative matters.

PABCL is a multinational company, consisting the Expat workforce of at least 20% from Asia (ME & SE), EU as well as USA & is first and only Aluminum Beverage Cans manufacturer in Pakistan. Within a short span, PABC has not only captured 100% market in Pakistan, but also accounts for more than half of market share in Afghanistan - and continues to expand its footprint in new markets (USA, Eurasian States e.g. Tajikistan, Turkmenistan etc. and Bangladesh, Sri Lanka).
Following are the achievements in this role so far:
• Led & successfully achieved a great percentile in one of the world’s top CSR Audits i.e. Ecovadis
• Strategized Total Rewards in line with Gap Analysis
• Designed & Implemented Performance Management System, Salary Ranges, Grading, Job Analysis & Evaluation (Mercer eIPE Methodology),
• Developed Org. vide R&R Plan, Variable Pay Plans, LTI & STI Rewards schemes etc. Enhanced retention rate 27%+
• Expats Hiring, Capacity & Capability Development, Corporate L&D Center (ISO-29993 level in progress)

It was a double-hat role (dual reporting to DHR & CEO new Projects) in which I was responsible to provide end-to-end Talent solutions, pertaining to OD, Rewards, CC & HRSD for Sapphire Fibers Group & performing the role of Lead HRBP for BCD, Energy, Cement, Electric Vehicles & Sapphire Agri Farms Ltd.
• Conducted Employee Engagement survey (Mercer’s Sirota) & then Revamped & Benchmarked Corporate HR Policies
• Ensured uninterrupted Talent Supply for critical positions in Key Businesses (Electric Vehicles, SAFL, Cement Project)
• Designed & Implemented Group Reward & Recognition Framework (VPP, LTI, STI, etc.)
• Revamped 2 Balance Scorecard (BSC) measures pertaining to Employee Development & Engagement and Production
• Devised Group Talent Development strategy

Fatima Group's portfolio consists of Fertilizers, Energy, Sugar, Textiles, Mining, and Airline businesses. The forthcoming Fatima Cement will become part of FG’s business conglomerate in near future. Realizing its responsibilities as a good corporate citizen, the Group contributes substantially to the economic development of Pakistan through taxation, exports, and by creating employment opportunities for over 10, 000 people.
Led HR function of Fatima Fertilizers Sadiqabad (5, 000 Employees (1230+ MEs, 1700+ NMEs & 2, 200 3P - a portfolio of PKR 95 billion). It was a leadership role that required a core focus on HR Cost & Budgeting, HR Project Management, Employee Engagement, Performance-based Rewards Management, Identification of Major Talent Risks & Mitigation, Employees Relations, etc.
• Reviewed, Developed & Revamped Group’s C&B Policies (Fertilizers Pakistan & USA, Energy, Cement, Sugar, Textiles & Packaging) for a robust Rewards Structure
• Partnered with Leadership Teams to provide Talent Solutions & for setting Operational, Tactical & Strategic Business Goals in line with Fatima Group’s 2K25 Strategy & equipped them for it
• Acted as an Internal Consultant to Coach & guide the Leadership team on complex issues of Employee Engagement, Development, Retention & Performance Management, Succession, Talent Onboarding & HR Planning
• Successfully developed a highly productive T&D Framework in line with ISO-29993, for Blue Collar & Management employees, implemented ISO-17024
• Successfully collaborated with all stakeholders to qualify one of the world’s toughest compliance audits - PSM DuPont Level-4+ (Only FG in Pakistan is at DuPont Level-4+ Standard of PSM)
• Ensured seamless administration of Employee House Allocation, Shopping Trips, FFL School, Pool Vehicles availability & efficient utilization of Plant HR OPEX, Management Club, Sports, Family Festivals & Get-to-Gathers, EEI & D&I Budget for better employee engagement & support
• Ensured compliance to COC & V&B of the company, conducted V&B Roundtable Sessions, Identified & resolved Dilemmas
• Successfully Optimized HR strength of major operations departments and support functions without compromising any operation or Union / CBA agreement
• Managed Career Streaming, eliminated grading & titling issues & redundant positions through Mercer’s Job Analysis & Evaluation Methodology
• Collaborated with Business Leaders and Managed Business Continuity throughout FY-2020 resulting in ever highest production Record despite being a pandemic year

The Avari portfolio of properties include, the award winning 5-star Avari Towers in Karachi, the 5-star Avari Lahore, the Beach Luxury Hotel in Karachi and recently added properties i.e. Avari Xpress Islamabad, Faisalabad as well as 2 properties e.g. Avari Xpress Tower and Boutique Residences in Multan. Properties in Dubai include 4-star Deluxe and contemporary and stylish Avari Dubai Hotel.
I am responsible for the overall management of all departmental operations and strategies for the corresponding region. Expected outcome from my current positions and Salient features of are as follows:

• Preparing pre-opening plan for new properties
including comprehensive on-boarding and
orientation tool kit
• Development of company vide on-line
communication portal for effective implementation
of policies and procedures, orientation and on-
boarding policies & procedure and communication
of expected conduct from employees (by Top
Management )
• Management of Unit and Corporate relationship
through continuous feedback
• Ensuring implementation of all Human Resources
Management systems and procedures for Avari
Multan’s properties
• Participating in Succession Management process of
Avari Lahore for the current year.
• Working to propose Employee Retention projects
for the future.
• Working to propose Employee Engagement
measures for future.
• Working to propose enhanced communication
internal communication channels through
identifying gaps and suggesting remedies for the
same.
• Taking and delivering on the job training and
development program for all employees.
• Working for standardizing the recruitment,
selection and appointment of staff, reviewing skills
and competencies in conjunction with the job
specification.
• Management of overall Talent Acquisition activities
to rationalize the strategic needs of the Company.
• Identifying talent to develop retain and sustain for
succession management.
• Reporting on the suitability for promotion in
conjunction with the head of department, general
manager and head office staff to seek agreements.

Professional Summary

Interloop Limited, is one of the world’s largest socks manufacturers with an annual Company turnover, exceeding $300 million with more than 14, 000 employees in USA, Europe, Russia, China and Bangladesh with a diverse ethnic and cultural backgrounds and it is one of the very few firms in Pakistan with a very impressive Corporate Social Responsibility (CSR) portfolio.
Following are the significant projects/tasks on which I have been working:

Organizational Development & Design (July 2014 - to-date)

Job Analysis and Job Evaluation (Mercer Methodology)
-Developing, compiling job descriptions (Job analysis), Assisting in profiles for the identified positions in order to develop the right fit for the Organization.
-Conducted Job Analysis & Job Evaluation of 350 Jobs in-house and 200 with coordination of AbacusConsulting© Consultants.
-Manage Organizational Designing by Updating and maintenance of organograms
-Development, Update & Maintenance of Role Clarity documents / Job Descriptions of all executive employees
-Development and improvement of strategy to improve Employee Engagement Index (EEl)
Training & Development
-Coordinate closely with Line Managers, Departmental and Functional Heads to identify training needs and develop Individual Development Plans (IDPs) of mission critical positions in accordance with business requirements.
-Coordinate closely with Line Managers, Departmental and Functional Heads to conduct pre/post training evaluations.
-Developing TNA and preparing annual training plan.
-Preparing Internal Training plans
-Coordinate closely with PMS team to meet competency gaps through provision of training in corresponding area of competency e.g. Behavioral, Functional/Technical

People Side of LEAN (A new aspect in Organizational Development)

-Attended 11 days exercise under consultation & supervision of Pete Gritton (Ex. VP of HR for Toyota Engineering and Manufacturing of North America) to understand Organizational DNA and develop Training and OD initiatives arranged by our Company management in Serena Hotel Faisalabad.

Human Capital Development-HCD (Sep 2012 - to-July 2014)

-In this Unit I have extensively worked on the Talent Acquisition (Recruitment, MTO Program etc.), Training & Development, Employees Relations and Talent Retention (Exit interviews, Conducting the climate/employee engagement survey in collaboration with Consultants (Abacus Consulting), and Administering the activities relevant to rewards and recognition, Organization of Employees events etc.).

• Attendance & Time office Management
• Recruitment Selection & On-boarding of new
employees
• Documentation of New Joiners, Preparation of Final
Settlements, Coordination with EOBI etc.
• Coordination with Field Staff as well as production
team for reimbursement of TA/DA bills, Marking of
outdoor duties & attendance
• Conducted in-door interactive sessions for all the
employees for effective implementation of Policies &
Procedures