Head of Human Resources
AGP Limited
Total years of experience :28 years, 11 Months
Organizational Development:
Career and Succession planning at all levels in the organization including the top management.
Design and implement strategies, policies, procedures that build cohesiveness in the organization culture and improve efficiencies at all levels.
Work as a change agent and helps the organization transform by focusing on improving organizational effectiveness, improvement, and development.
Act as a consultant for target team-based development services and team interventions
Collaborate with HR partners and service line leaders to establish and execute strategic plans that increase the effectiveness of current organizational systems, dynamics, culture, competencies, management, and related practices.
Established and cultivate strategic partnerships with all levels of employees and leaders in the organization.
Ensure to have a diverse talent pipeline, equitable pay, and inclusive environment to nurture, attract, and retain talent.
Participate in surveys to be competitive in the job market by offering comparable compensation and benefits to employees.
Training and Development:
Reduced organization’s skills gap by working on the key developmental needs of employees, identified key capabilities, and create plans for shoring up gaps.
Training Needs Assessment (TNA) for employees after consulting with supervisor/line manager (includes Marketing and Sales staff)
Develop a pool of internal trainers from all functions, get them trained on recent trends in their respective areas to disseminate the learning.
Ensure training budgets are used wisely - employees are sent to only relevant courses that are necessary to meet the organization’s current and future objectives.
Conduct Performance Management Sessions for Appraiser / Appraisee
Implemented an internship program as a part of an effort to build the company brand - gained management buy-in for a structured program including orientation, mentoring, intern presentations, and evaluation.
Recruitment and Selection:
Recruitment and Selection of all types include skilled & unskilled staff for manufacturing and services area
Negotiate and renew third party staffing contracts
Formed rules, criteria, and procedures for transparent hiring and career progression at all levels and to attract talent.
Keep in touch with the business schools and consultants to have a pool of good profiles to fill vacancies
Active on professional forums on cyberspace to get in touch with the industry and professionals to meet the current and future requirements
Performance Management:
Make sure KPIs are made for all functions/staff on SMART criteria
Roleplay as a facilitator in this whole activity
To improve the process of performance management meetings, participate in appraisal meetings on a random basis to ensure that the guidelines provided for meetings are being followed and in case require facilitate to make it productive for both the stakeholders.
Ensure that the KPIs includes employee development, succession planning, and creativity (apart from normal operations)
General/Industrial Relations:
Negotiate and Renewal of Employees Insurance (Health and Life), 3rd party manpower services, Transport, Canteen/Food Contracts
Strategically involved in the plans for present and future - overall and mainly related to HR requirements, development etc.
Handling Legal matters of the Company which includes the hiring of lawyers, negotiation, dealing with courts, etc
Ensure that all the applicable laws related to employment are being followed
Hold employees participation forum meetings on fortnightly basis to interact and ensure their satisfaction with the company culture, policies, and procedures.
Initiate inquiry in case of complaint/misconduct, the formation of the inquiry committee, etc, summary to the management and execution of the decision
Ensure that industrial discipline is being maintained
Initiatives to maintain a congenial working environment and to improve workers productivity
GENERAL HR FUNCTIONS
- Performance Appraisal Management - for several clients (specially for Sales and Marketing Department, IT Department) on quarterly basis.
- Developed Incentive Plans for Sales and Marketing Department
- Handled Employee Grievance
- Conduct Exit Interviews on behalf of HR Department of respective client
- Counseling of Non-performing staff members on behalf of HR Department of respective client
ORAGANIZATIONAL DEVELOPMENT
- Designed Human Resource Manual - In a process of implementation
- Developed Department and Position Profiles
- Designed Job Descriptions for various positions
- Conducted Compensation and Benefits Survey
- Conducted Employee Perception Survey for various clients
TRAINING AND DEVELOPMENT DEPARTMENT
- Coordination with the corporate clients for their training needs.
- Organize Training Workshop.
- Assisting trainers in designing of Training Modules
- Visit to Corporate Clients and gather data for customizing training program as per their requirement (TNA).
- Identify potential corporate trainers and co-ordinate with them for training workshops.
- Designing of Training Calendar and circulate to the corporate clients.
- Assessment and facilitate clients by drawing road map for conducting their strategic planning.
CORPORATE SEARCH AND PLACEMENT DEPARTMENT
- Interview to potential candidates after screening their CVs for corporate clients
- Designing of Interview Quesitionnaire in case of Structured/Semi Structured interviews.
- Provide assessment results to client and arrange their meeting to understand each other expectations.
- Help in retaining to employees and do negotiation on behalf of the clients.
- Manage the team of consultants and timely response to clients with their required candidates
- Participate in Job fares/Talent Hunt Exhibitions
- Quarterly visit to different universities for the good relationships and records of their experienced and Fresh graduates
- Facilitate Consulting staff for assessing organization’s system and preparation of reports on findings.
- Identify and implement techniques to enrich CVs database.
Coordination with Departments for training need assessment (TNA).
Identifying weak areas and suggest/arrange relevant training for the personnel
Conduct In-house trainings / workshops for the Executives at different levels ie Senior, Middle, Junior.
Identify potential corporate trainers and co-ordinate with them for In-house trainings
Visit to Institute’s regional offices at Lahore and Islamabad and trained relevant staff for Institute’s centralized computer based exams.
Identify potential trainings events for Senior Management and Junior Management
SHRM is a HR certification and recognized world wide.
Its a LLB Degree and 3 years program, have got cleared first two years and appearing for last term exams this year
GPA 3.12
Have done diploma in Oracle developer and DBA track and also passed online exams of Funadamental 1 & 2 and have got good operative understanding of system operations and good command over SQL which helps me in my analysis for differrent reports related to HR ie Compensation, Trainings etc.
Second Division
Second Division