Head of Talent Management
Getz Pharma
Total des années d'expérience :11 years, 7 Mois
Key Responsibility Areas:
*Overall responsibility of Local & International Business for following areas in HR:
Responsible for HC of approx. 4000 employees in local business & 35+ international countries.
*Talent Acquisition - Developing and executing strategies for sourcing and attracting top talent
through external hiring of experienced resources for lateral positions, and creating a talent
pipeline by inducting Management Trainees and Interns through recruitment drives.
*Talent Development - Creating & implementing employee development programs, training
initiatives and career progression plans.
*Performance Management - Objective Setting, Performance Appraisals & Talent Reviews.
*Succession Planning - Developing succession plans and identify potential future leaders within
the organization to develop them into senior roles.
*Employee Engagement - Implementing strategies to boost employee morale, job satisfaction and
overall engagement to address employee turnover and develop retention strategies.
*Employee Experience - Complete life cycle from on-boarding to exit interviews.
*Data Analytics - Utilizing data and metrics to measure the effectiveness of talent management
strategies and make data driven-decisions to improve talent related processes.
*Handling disciplinary issues - Conduct a thorough investigation and handle each case with a
thoughtful and fair approach to address misconduct with relevant course of action.
*HR Budgeting - Conduct annual budgeting exercise with executives of each function and
regularly monitor & give visibility to department heads to keep track of HC & employee budget.
*Employer Branding - Develop and maintain a strong employer brand to attract top talent and
enhance organization’s reputation in the job market.
*Diversity & Inclusion - Promoting diversity and inclusion initiatives to ensure a diverse
workforce and foster an inclusive workplace culture that values individual differences.
*Change Management - Support and assess its effect on business impact and organizational
culture.
Key Responsibility Areas:
*Responsible for developing strategic HR direction and quarterly reviews with Leadership Team.
*Employee Experience - (complete life cycle from on-boarding to exit interviews).
*Performance Management, Talent Review Management, Job Rotations, Succession Planning.
*Stakeholder Management, Employee Relations, Grievance Handling, Stay Interviews.
*HR Budgeting, HR Policies, Objective Setting & Individual Development Plan.
*Support change management and assess its effect on business impact and organizational culture.
*Inculcate a learning culture for employees by providing them an array of conventional and
virtual training platforms including Udemy, Coursera etc.
Major Achievements:
*Developed 3 years HR strategy for the business and smoothly executed phase wise implementation.
*Collaboration between Midas Safety & Amantech to train and develop 6000+ workers on soft skills.
*Developed and successfully implemented ‘Employee Recognition Framework’ across Midas Safety.
*Developed and successfully executed 2 years Engagement Strategy across Midas Safety Pakistan.
*Developed in-house module on ‘The World of Spinning’ and successfully launched across Midas PK.
*Created in-house Resource Centre from scrap wood with over 80 books to promote learning culture.
*Developed in-house Sports Club at PSL to promote healthy and balanced working environment.
*Conducted Employee Engagement Survey and designed and executed tailored plan based on inputs.
*Received Trainer of the Year award in 2021.
Key Responsibility Areas:
*Responsible for hiring of entire Mining & Power project including contractual hiring’s.
*Worked closely with CEO, VP, Director and GM on hiring of critical positions of the company.
*Effective headcount management & utilization to ensure business objectives are met.
*Advertise job postings on career portal and maintain decent pool of resumes against each position
*Managed smooth end-to-end recruitment process in compliance with company policy.
*Development of Dashboard and real-time maintenance of KPI’s.
Major Achievements:
*Managed to increase the manning for overall project from 25% to 80% in less than 12 months.
*Designed and created a graphical user interface for all JD’s and Organogram of the company.
Key Responsibility Areas:
•Hiring of employees for both Manufacturing and Non-Manufacturing Division at all Tier levels.
•Maintain Recruitment & Manning update on weekly basis and set targets for vacant positions.
•Update job postings on career portal on monthly basis and maintain database of critical positions.
•Maintain record of Employee Requisitions, database of applications, coordinating tests and interviews.
•Responsible for preparing and negotiating offer, pre-employment medical and employee orientation.
•Monitor Recruitment KPI's e.g. Total Manning, Time to Hire, Hiring & Attrition analysis.
•Conduct Exit interviews and log data into statistical information to identify latest trends.
Major Achievements:
•Revamped entire internship programme that was implemented organization wide.
•Created Recruitment dashboards and KPI's for top management for update in a single glance.
•Analysed experience drain in each department and designed hiring strategy accordingly.
•Conducted Apprentice & Recruitment Drive of MT's, GTE's and interns for Engro Corporation.
Presentation on evolution of technology in Automotive Industry and how it has contributed towards safety. Wrote a thesis on comparative analysis between Emirates Airlines and Virgin Atlantic and their differences in recruitment process. Gave final presentation on Virgin Galactic and how it will transform our travel in space.