Sr. Manager Organizational Development & Talent
Bestway
Total years of experience :18 years, 6 Months
Leading a team of ten individuals in the following verticals:
Talent Acquisition (Recruitment, Selection, Employer Branding)
Learning & Development (Training & Development, Functional & Behavioral learning interventions)
Organizational Effectiveness (Performance Management, Succession, Org. Culture & Recognition, Org. Design)
Contributing to HR Strategy & Transformation.
Ufone, an Etisalat group company is the 3rd largest telecom operator of Pakistan. Leading a Talent Program that serves as a key driver of business performance. Overseeing succession planning and HiPo management in close coordination with group.
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Selected Contributions:
Introduced competency based Human Resource Management system at Ufone which entailed strategic interventions like assessment centers and employee development plans in line with business requirements.
Developed a talent management manual as a complete guide to talent program at Ufone.
Managed the talent review process to create an internal bench of top talent through competency based assessments.
Developed succession and individual development plans in order to develop a leadership pipeline.
Introduced and worked on career planning tool leading to career path management and employee development.
Facilitated group’s global employee survey at Ufone with an aim to measure employee engagement levels.
Supported the learning and development interventions through research and identifying training opportunities.
Supported the corporate communications team in effective roll out of Ufone and Etisalat core values.
Completed Research Project on Talent attraction to Upstate New York.
Conducted Leadership Development Workshops for Entrepreneurs of New York using Myers Briggs assessment tool.
Proposed management bench-marking and collaboration opportunities for technology incubation business.
Worked as Manager Recruitment & Selection in the Corporate HR function of the organization. Oversaw the recruitment and selection process and made continuous efforts to improve the hiring quality whilst maintaining hiring KPIs. Also I was responsible for recruitment strategy, employee orientation & induction processes, automation, solutions, employer branding, as well as new recruitment ventures.
Selected Contributions:
Developed a robust database to measure hiring KPIs. Reduced hiring timelines by eliminating redundant processes.
Conducted recruitment awareness workshops for line managers nationwide and obtained measurable feedback.
Revamped employee orientation program and added segments like business unit visits and technical presentations.
Facilitated set up of a microfinance bank and determined HR needs of the bank in close coordination with the CEO.
Developed employer value proposition for long term employer brand with detailed employee life cycle interventions.
Revamped summer internship program and implemented assessment based campus drives.
Introduced headcount management forms and templates.
Introduced concepts of pre-employment testing and assessment centers to add value in the recruitment process.
Played a key role in implementing E-Recruitment module of SAP for efficient online recruitment processes.
Mobilink is US$ 1 billion GSM telecom operator leading a 6 player market with 31% share, a subscriber base of 30 million and directly employing over 9000 (3000 regular, 6000 outsourced) people. Owing to market dynamics, Mobilink faced cut throat competition & a fierce war of talents. I held key & strategic HR roles in my tenure at Mobilink.
Oversaw Recruitment & Compensation at a strategic level. Responsibilities included conducting interviews, ensuring quality of hire while working with line to comply with the laid down selection procedures, raising hiring anomalies with line managers while ensuring a fair and competitive compensation structure. Lead Sourcing & Employer Branding functions too.
Selected Contributions:
Played a key role in completely shifting the Recruitment Paradigm from paper based single candidate assessment model to a competitive assessment process presenting multiple candidates per position.
Implemented Pre-employment Testing as an objective candidate-screening tool for entry to lower middle level hiring. Managed end to end implementation of the tool.
Implemented Recruitment Assessment Centers for middle to senior management level hiring. Ensured quality of contents used in various exercises of assessment centers.
Managed mass hiring drives, annual salary reviews, incentive payouts, promotions assessments etc.
Managed sourcing, selection, compensation and onboarding of various key senior positions.
Worked on Internal Talent Pool exercise to source internal talent - established as a new sourcing channel.
Launched various Internal and External Employer Branding initiatives including but not limited to print media campaigns, internal motivational campaigns, revamping new joiner experience, university competitions.
Facilitated the hiring of a new Micro Finance Bank (Waseela) from senior most to middle level positions. Conducted sourcing in close coordination with CEO of the bank.
Managed Nationwide Internship Program and worked on summer internship programs.
Conceived and implemented the unique & first mover initiative of launching Mobilink Careers on Social Media platforms (Facebook, Twitter, LinkedIn, Youtube, Blogs) to support recruitment & employer branding.
Designed Student Development Workshops in coordination with organizational development team and rolled in nationwide universities as part of employer branding and corporate social responsibility objectives.
Conceived and implemented cluttering breaking employer branding initiatives like Mobilink Super Engineer Competition, Pride & Glory campaign etc. The Super Engineer Competition got acclaim at the CEO level.
Oversaw nationwide recruitment, utilized all sourcing channels to bring in finest talent, administering of pre-employment assessment tools, managing staffing budget, managing internal and external employer branding strategy & implementation.
Selected Contributions:
Designed a pro-active sourcing strategy to meet annual hiring needs. Exploited various sourcing channels (web, internal talent, head hunters, job fairs, academia etc. to ensure reliable supply for nationwide hiring.
Solely conducted job analysis of more than 300 positions and created standard job profiles.
Executed employer branding campaign "Come, let's talk about your future" based on employer value propositions. Calculated RoI through various surveys.
Implemented various automation systems like internship, employee referral and end to end hiring system.
Worked as the first ever HR Business Partner - for Contact Center and Engineering, two of the biggest divisions.
Selected contributions:
Implemented various HR initiatives to create greater sense of belonging to the organization like First Impression & Relationship Management Program.
Worked closely with line to identify people management issues and HR support required.
Aligned divisional objectives with HR service delivery and built ownership in respective HR members.
Played a generalist role to support areas like hiring, org design, grievance handling, fostering discipline, employee engagement, counseling, performance management etc.
Conducted exit interview analysis - one of the findings led to identifying poor workplace in Switch. Worked with admin/technical teams to rebuild the workplace.
Introduced motivational program "one day in the life of" to retain workforce - got acclaim at the CEO level.
Developed relationships with line managers in an advisory capacity.
I was selected for the prestigious Hubert H. Humphrey Fellowship Program for one year of non-degree academic study and related professional experiences in the United States. Humphrey Fellows are selected based on their potential for leadership. The Humphrey Program is a Fulbright exchange activity. Its primary funding is provided by the U.S. Congress through the Bureau of Educational and Cultural Affairs of the U.S. Department of State.
MBA with Majors in HR
