Kashif Akhter

• Spearheading the implementation of HR strategies that align organizational growth with execution excellence and
business results.
• Managing end-to-end recruitment pipelines with a current focus on hiring result-driven talent and defining clear
probation KPIs to validate early performance.
• Designing KPI and OKR-based performance systems to translate company targets into standardized, measurable
activities and weekly reporting.
• Developing performance-linked compensation and incentive structures to differentiate high performers and
motivate consistent results.
• Streamlining HR operations and policy enforcement to ensure full compliance with UAE Labor Law and SAIF Zone
regulations.
• Acting as a trusted advisor to management on people strategy, while facilitating professional employee relations and
conflict resolution.

Led HR for a multi-entity group (Construction
• Engineering
◦ Aluminum
◦ Consulting), managing 500+ employees across
multiple sites.
• Business Partnership: Served as trusted HR advisor to executive leadership on organizational design, workforce planning,
manpower forecasting, and succession planning.
• Talent Acquisition: Led end-to-end recruitment for 300+ hires across corporate, operational, and leadership levels,
cutting recruitment turnaround time by 30% through optimized sourcing and talent-pipeline strategies.
• Employee Lifecycle: Managed full lifecycle from on boarding to exit; redesigned on boarding and off boarding processes
to improve employee experience and reduce early attrition.
• Employee Relations: Resolved 98% of ER cases (grievances, disciplinary) internally, achieving zero MOHRE escalations
across a mixed corporate and blue-collar workforce.
• Payroll & Compliance: Led payroll governance for 500+ employees ensuring 100% on-time processing, WPS compliance,
and zero UAE Labour Law violations across all audits and inspections.
• Performance Management: Designed KPI/MBO/appraisal frameworks covering 100% of employees, directly linking
performance to business outcomes.
• HRIS & Analytics: Led HR process automation and HRIS enhancements delivering 35% improvement in operational
efficiency; provided data-driven dashboards on recruitment, attendance, and performance.
• Cost Optimization: Revamped visa budgeting saving 15% annually; renegotiated travel vendors reducing costs by 12%.
• UAE Regulatory Compliance: Managed full documentation lifecycle — contracts, MOHRE work permits, GDRFA visa
processing — with zero compliance breaches.

HR Lead for a leading 100-bed tertiary-care eye hospital; managed a team of 4 HR professionals.
• Talent Strategy & Workforce Planning: Partnered with leadership on talent strategy, workforce planning, and HR agenda delivery
aligned with hospital operational objectives.
• Talent Acquisition: Oversaw end-to-end recruitment and ATS-driven selection processes, reducing time-to-fill and improving quality of
hire across clinical and non-clinical roles.
• Employee Relations: Managed complex ER matters including disciplinary cases, grievances, and conflict resolution, ensuring full
compliance with HR policies and best practices.
• Performance Management: Implemented performance management system and delivered the annual appraisal cycle on schedule
across all departments.
• Payroll & HRMS: Oversaw payroll and benefits administration via Oracle HRMS, ensuring 100% data accuracy and timely processing.
• L&D: Conducted company-wide training needs analysis; designed and delivered targeted training programmes to address capability
gaps across the workforce.

Led HR for FedEx Pakistan (corporate + 13 retail outlets), reporting to the COO, managing a team of 7.
• HRIS Transformation: Implemented a full end-to-end HRIS solution, transitioning 8 group companies to a paperless
system, significantly reducing administrative overhead.
• Employee Relations: Managed complex ER cases (disputes, grievances, absenteeism, disciplinary), achieving a 95%
internal resolution rate.
• Culture & Engagement: Drove cultural and engagement initiatives resulting in FedEx Pakistan being awarded Best Place
to Work (Services category) by Engage HR Consultancy.
• Performance & Talent: Executed annual performance, pay, and talent reviews with 100% on-time completion; designed
and rolled out new PMS with robust KPIs for all roles.
• Job Evaluation: Led a company-wide job evaluation project using a pointer-grading system, creating clear hierarchies
and pay equity.

HR Lead for one of the largest fashion retail companies in Pakistan, directly reporting to the CEO and managing a team of 8.
I was responsible for the whole HR remit for both the corporate and retail domain (34 retail outlets) across Pakistan.
• Collaborated with the Senior Leadership Team (SLT) to complete a comprehensive workforce planning exercise,
optimizing headcount allocation and improving organizational efficiency.
• Partnered with business functions to identify critical talent gaps and led a high-volume recruitment campaign,
supervising the Talent Acquisition team to successfully hire 150+ employees within tight deadlines.
• Introduced and embedded a strategic HR Business Partner (HRBP) model as part of a wider organizational
development (OD) initiative, improving cross-functional collaboration and decision-making.
• Implemented a cloud-based HRIS platform, streamlining HR processes and improving the employee experience,
which led to a 30% reduction in administrative tasks.
• Reviewed and rolled out a new performance management system using Management by Objectives (MBO), resulting
in a 25% increase in goal alignment and completion rates across departments.
• Aligned the compensation and benefits framework with the companys Total Rewards strategy by conducting a
comprehensive salary benchmarking survey, ensuring market competitiveness and improving.
• Developed and deployed pay grade structures, establishing internal equity and a standardized compensation approach
across the organization.
• Partnered with the HRBP team to design and deliver tailored training programs for retail staff.

• Member of the hospital leadership team, actively involved in project execution from inception through operational
readiness.
• Established the HR function from the ground up, including development of the HR Policy Manual, policies,
procedures, and 20+ HR operational forms.
• Built and developed a fully staffed multidisciplinary workforce, ensuring all critical clinical and non-clinical roles were
filled in line with hospital operational requirements.
• Led large-scale recruitment of 300+ employees, ensuring full compliance with approved policies, governance
standards, and regulatory requirements.
• Led major change management initiatives, working closely with internal stakeholders, external partners, and
government authorities, ensuring transparency, alignment, and stakeholder buy-in.
• Designed and implemented job descriptions across the entire organizational hierarchy, supporting clarity of roles,
grading, and accountability.
• Designed and implemented a structured and transparent compensation and grading framework, supporting internal
equity and market alignment.
• Developed and implemented employee relations and grievance handling procedures, successfully resolving multiple
performance, conduct, and behavioral cases.
• Prepared and managed the annual HR budget, working closely with Finance to ensure cost control and workforce
planning.
• Designed and implemented a Performance Management System, successfully delivering the annual appraisal cycle
for 300+ employees.
• Oversaw monthly payroll processing, ensuring accurate integration of attendance, leave, and shift data to eliminate
payroll discrepancies.
• Produced monthly HR dashboards and management reports, including headcount, starters/leavers, and turnover
analysis using exit interview insights.
• Led the HR team in the design and implementation of an HRIS, including a web-based attendance and time
management system integrated with payroll.

Regional HRBP for the South Region; primary focus on Talent Acquisition and Workforce Management (109-person sales
team).
• Led high-volume recruitment campaigns to build and sustain a strong regional sales force across multiple territories.
• Managed talent pipeline, pre-employment checks, and onboarding documentation for the region.
• Contributed to a company-wide grading and pay scale review, conducting job and compensation analysis to support
internal equity.

HR operations support for one of the UKs largest retail groups (300+ stores), handling recruitment, payroll, ER, and H&S
compliance.
• Induction Excellence: Designed and delivered structured onboarding programmes, contributing to the highest Mystery
Shopper scores in the Essex region for two consecutive years.
• Training Compliance: Maintained 100% mandatory training completion across all departments.
• Health & Safety: Achieved top regional H&S audit scores through rigorous safety procedures and store risk assessments.
• Processed payroll and maintained employee records on Oracle HRMS with 100% accuracy; managed new
starters/leavers, absence, and holiday records.
• Supported disciplinary and ER cases ensuring compliance with UK employment law.

• Led end-to-end recruitment for 100+ positions, managing sourcing, screening, assessments, interviews, and final
selection, significantly improving hiring efficiency and quality.
• Designed and implemented a competency-based recruitment framework, overhauling legacy hiring processes to
strengthen capability-based selection and workforce quality.
• Developed and executed the annual Training & Development Plan, including training needs analysis and program
design, resulting in a 50%+ increase in trained employees year-on-year.
• Designed and delivered in-house MS Excel training for 60 employees, achieving a 97% participant satisfaction
score.
• Introduced and implemented a training evaluation framework based on the Kirkpatrick Model, enhancing
measurement of learning effectiveness and ROI.
• Served as HR Transformation Project Lead for the newly acquired motorcycle division, supporting organizational
integration and HR process alignment.
• Acted as Lead Project Member for the implementation of a Biometric Attendance System (BAS), ensuring accurate
workforce registration and system adoption across the organization.