Country Head HR (Acting)
Askari Bank Ltd.
Total years of experience :23 years, 10 Months
1. February 2014 to date as; A/Country Head Human Resource
Duties and Responsibilities:
Supervising the whole Human Resource Division of AKBL for:
Leading & guiding a team of professionals to provide range of HR services aimed at attaining, Maintaining and Retaining the Right Talent in the Organization.
The services include; Talent Acquisition, Performance Management, Compensation and Benefits, Morale & Motivation, Salary Survey, Satisfaction Survey, Succession Planning etc.
Developing and Implementing HR Policies for People Development in line with industry trends and that is aligned with Organizational Culture, Philosophy and Standards.
Being part of the Management, coordinate with Internal Stakeholders, bridging between the Business Managers and the Management, acting as an HR Business Partner.
2. Sept. 2011, Feb. 2014 as; Head OD/PMS/Recruitment
Duties and Responsibilities:
Supervising teams of Recruitment & OD as follows:
Recruitment at all levels for the Bank across the Country.
Supervising the Recruitment Team ensuring that only the Right Talent at the Right Place is hired.
Annual Manpower Planning / HR Budgeting keeping in view the Organizational Human Resource requirements in line with the Vision, Mission and Objective of the Organization.
Providing guidelines/Advice to the CEO / Management regarding futuristic approach towards hiring requirements.
As Project Manager PeopleSoft (HCM), responsible for effective customization and onward successful and efficient execution of various Modules of PeopleSoft (HCM).
Interpreting Policy guidelines and Management Stance to the Stakeholders.
Strategic HR Planning, Salary Surveys, Compensation Plans, Employee Benefit Proposals, Review and Updating other HR Policies and Procedures.
Succession planning, building strategy to build morale and motivation of the employees of the Bank.
Coaching and Counseling of the employees who need it and their grievance resolution.
Complete cycle of Performance Management System in the Bank. Including Goal Setting Exercise to Announcement of results of the PMS exercise.
Project Manager for Implementation of Oracle Based ERP i.e. Self Service Based PeopleSoft (Human Capital Management) in HRD of the Bank.
Coordinating with Training Academies for Training related matters.
Team Leader of AKBL’s Human Resource Division’s Development Team.
Strategic Human Resource Planning for AKBL.
Identification of various Quick Win Projects for Human Resource Division of AKBL.
Introducing the concept of Relationship Managers in HRD of AKBL.
Development of Competency Dictionary for AKBL.
Development of Competency based new performance management system for entire bank.
Documentation and Development of HR Work Processes and Workflows
3. Nov, 2005 to Sept. 2011 as; Head Recruitment & Selection.
Duties and Responsibilities:
Supervising the Recruitment Team of ACBL in the following areas;
Annual Manpower Planning of ACBL
Annual HR Budgeting, Volume Analysis & branch categories.
Development of Competency based Interviewing Techniques for new hires in ACBL.
Advertising various vacant positions.
Preparing / arranging / conducting written tests where applicable.
Interviewing short-listed candidates for various positions.
Arranged to purchase ACBL’s online CV collection software.
Continuously managing the above-mentioned software.
Arranged to purchase ACBL’s online hiring (testing) software and continuous follow-up of the same.
Attending Job Fairs of good universities on behalf of ACBL.
Handling of students visiting ACBL and doing presentations to them.
Ensuring hiring of candidates with right skills set for different segments.
Continuously working to improve overall quality of inductions.
Working on reducing recruitment-cycle time.
Ensuring that the organization’s human capital development plans are in conjunction with business and succession planning needs.
Leading & guiding a team of professional Trainers to provide quality Training to Staff of AKBL in an efficient and effective manner.
Assessing the True Training Needs of the Staff of AKBL.
Ensuring that training programs address business objectives and employee needs.
Assess and advise management on effectiveness of programs and practices.
Coordinate and supervise in project task forces to identify training needs and ensure the effective implementation, communication and maintenance of programs to address identified needs.
Oversee the training administrative process and identifies opportunities for automation to improve efficiencies.
February 1, 2005 to October 20, 2005 Ericsson Pakistan. 2nd Floor, Saudi Pak Towers, Blue Area Islamabad, as Assistant Manager Human Resources & Organization
Duties and Responsibilities:
Recruitment of Local and Expatriate employees for Ericsson Pakistan.
Performance Management System Development and Maintenance of Ericsson Pakistan.
Implementation and successful follow-up of Ericsson’s Competence Assessment Program 2008.
Career Counseling of Ericsson Pakistan Employees.
Formulation and Continuous improvements/Follow-up of HR related policies and Procedures for Ericsson Pakistan.
Work Placements in SBP:
1. National Institute of Banking and Finance (NIBAF), State Bank of Pakistan, as Training Facilitation Officer.
Resource Utilization Planning
Successful Management of various National and International Training Programs.
Secretariat for International Training Programs.
Bridging gap between Administration and Training sides.
2. April 18, 2002 to July 05, 2005. Human Resources Department, SBP as; Human Resources Officer (Officer Grade - II),
Introducing new Competency Based Performance Management System in SBP and devising the compensation package in light of it.
Development of competency based Interview Techniques for new hires.
Orientation about SBP to all the new hires, as well as to the Interns under SBP’s Internship Program including development of Employees Handbook to be distributed among the new hires on their arrival.
Assisting Recruitment Unit in all phases of Recruitment.
HR Audit including Job Evaluation, Job Description, Job Analysis etc.
Oracle HRMS in SBP.
Employees Satisfaction Survey.
Training Needs Analysis (TNA).
Training Plan Management / Management Development Programs.
Implementing and conducting Training Plan.
Identifying quality local & International trainings.
Business Planning and Annual Budgeting.
Business Continuation Planning.
Handling Mobile Help Desk regarding policies and new initiatives of HRD.
Special Assignments:
SBP Interface for the project of providing HR Related Trainings to all SBP Officers under World Bank’s Technical Assistance for Banking Sector (TABS) Program. Include identifying trainings for various cadres of SBP, Preparing Complete Training Plan, Procurement of Consultants in accordance with the World Bank’s Guidelines, communicating with World Bank’s teams etc.
Helping Recruitment Unit in short-listing and overall management in recruitment of batches of SBOTS, Analysts and Statistical Officers etc.
Identification of potential stakeholders and key players of different sectors of economy.
Identification of problems, suggestions, needs & potential of those sectors.
Interviews in person and through questionnaire from stakeholders and key players of the sectors.
Industry SWOT analysis.
Preparation of Proposals, Pre-Feasibility Studies for various projects within the sector.
Financial analysis including calculating Project Cost for different projects.
Marketing analysis and exploration of local and international markets for different products.
Preparing PC-1 of different projects related to industry.
Handling SMEDA Help Desk for Walk - in SMEs.
Handling Walk-in SMEs and helping them in
Getting registered with SMEDA
Need assessment of SMEs.
Exploring different financing options and further arrangement with different Financial Institutions
Providing industry information including local and international markets.
Analysis of regulatory issues of different sectors and suggesting requisite regulatory changes to concerned Govt. institutions.
Arranging workshops, training session for industry players.
Formulation of comprehensive sector development plan on the basis of gathered data.
Developing forward and backward linkages and coordination with different institutions for the implementation of the formulated plan.
Presentations to the key players and stakeholders including institutions and Ministries of the plan.
Plan implementation and monitoring.
Attending workshops and seminars on behalf of SMEDA.
I have done Masters in Public Administration with specialization in Finance, i got third position in my batch and also got the scholastic honor after securing a GPA of 3.6/4.0