Senior HR Business Partner
Martin Dow Group Companies
مجموع سنوات الخبرة :15 years, 8 أشهر
Currently working as HR Head for Martin Dow Limited & Seatle Pharma (Lahore) of Martin Dow Group Companies, where responsible of
• Assists in the development, implementation, and compliance of Group level Human Resource policies and procedures and their dissemination
• Develop and drive HR initiatives and programs that align and support the Business objectives
• Develop HR planning models to identify Critical Positions as per Nine Box, Talent Conference, mutual understanding with Top management and Sr. Leadership, designing Succession pipeline and managing the succession for future position
• Promotes ethical and cultural awareness to the workforce through training, development, and consultation.
• Works closely with C- Level management to advise, counsel, and provide coaching and resolution to address employees’ performance.
• Monitor and interpret data trends, KPI’s, KRA’s and OKR’s to discuss the results and forecast with Senior Leadership
• Manage full recruitment cycle, selection, and other employment-related activities for all positions.
• Ensuring compliance with laws and regulations at Plant.
• Developing HR and people systems that are employees focused (benefits, payroll, etc.)
• Lead change management and Martin Dow Values roll-out to maximize productivity
• Support businesses by effective Workforce planning, managing outsourcing / contractual solutions, timely Onboarding of employees, executing market competitive Performance Management cycle, employee benefits administration, etc.
• Key member of Tech Ops Review Meetings, Sales & Operations Meetings, and Factory Overhead Meetings to ensure the day-to-day operations are as per manufacturing, warehousing & distribution plan.
Worked as Head of Human resources and was responsible for ensuring the effective and efficient implementation of human resources programs.
• Manage the execution of the HR Strategy and core areas of the HR function including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward, and Recognition, as well as maintaining and improving HR systems and management of the HR budget.
• Take a lead role in transforming and strengthening the organizational culture, ensuring that the Company values and approach are displayed.
• Provide professional leadership, support, and development to HR staff, in order to increase knowledge, share best practices, and ensure that relevant professional standards are met.
• Drive the continuous improvement agenda with a focus on engagement & welfare activities, maximizing productivity, devolving HR responsibilities to line managers, and building leadership capability.
• Execute a diversity, equality, and inclusion plan that aligns with Company values, business strategy, and commitments.
Acted as a strategic liaison between Business and HR with the aim of creating synergetic relationships through various initiatives such as …
• Ensure effective roll out of yearly and ad-hoc Manpower Plan of respective divisions
• Responsible for developing and sustaining long & short-term strategic actions for effective acquisition, utilization, and development of talent
• Prepare Annual HR Budget for Headcount, Trainings and Employee Engagement activities
• Supervise and review the monthly payroll processing of assigned divisions.
• Lead & manage all recruitment related activities and handle the recruitment process end-to-end
• Formulates partnerships across the HR function to deliver value-added service to Divisional Heads and Employees
• Align the compensation packages for the new hires in alignment with the Business and HR policy.
• Responsible for delivering all strategic and operational aspects of HR, including Performance Management for 3, 500 employees.
• Realign, develop and implement HR processes and SOPs to meet strategic & operational organizational needs
• Ensure Line Manager training in interviewing, short listing, terminations, promotions, performance review, safety, and workplace conduct.
• Provides advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.
• Handle employee grievances and act as a liaison between department managers and union representatives.
• Facilitate and conduct the Leadership Competency Profiling and Gap Analysis
• Compiling the Training Needs Analysis and Training on Demand Plan from business to finalize the Professional Development Plans of individuals (PDP’s)
• Conduct Orientation sessions for new hires and brief them on HR Policies and Procedures
• Responsible for executing yearly Management Trainee Program, Capability Building Framework, Skill Assessments & Skill Gap Analysis, 100% On-Time in Full (OTIF) execution of the Employee Opinion Survey and execution of the 360 Feedback Mechanism, etc.
Played the role of an internal consultant for business leaders on internal compensation and benefits matters, best practices and market competitiveness in the areas of C&B, HR Service Delivery & Automation
• Developed and implemented an organization- wide market aligned reward strategy to include salary benchmarking, benefits management and periodic compensation events such as incentive, bonus and salary review for 5000+ employees.
• Administered annual salary review process, variable pay plans, corporate awards program and executive compensation plans.
• Ensured effective implementation and delivery of the HR strategy and operational plans as per Manpower Planning & Budgeting for multiple divisions.
• Supervised the employment processing cycle including appointments, confirmations, promotions, transfers, and separations.
• Executed annual performance management program based on the bell curve concept.
• Assist Director HR in the development of policy, process and procedure improvements in order to ensure stakeholder satisfaction at all business and HR levels.
• Analyzed, documented and prepared processes to automate the manual working with the goal of achieving a paperless environment through HCMS.
Responsible for HR Business Process Analysis & Development, HR Service Delivery, Human Resource Planning and HR Systems Management
• Looked after all Human Capital Management processes including Reward Management, Compensation & Benefit, Employment Processing, and provided Regional HR support.
• Data mined complex employee data to interpret HR trends with respect to performance indicators for Business Reviews and recommended development of a cohesive HR strategy.
• Implemented ‘Quality Assurance’ checks and audits as part of the HR Service Improvement Framework.
• Acted as a liaison to internal customers and worked closely with the Departmental Heads to design and deliver HRBP overall needs, including JD’s, recruitment channel management, screening and finalizing job applicants, based on best ‘organization’ and ‘individual’ fit within budget and time constraints.
• Assisted in preparing the Competency Mapping Framework for Succession planning of employees
• Realigned HR automated operating processes and procedures by analyzing current HR methodologies and making appropriate recommendations based on Global HR best practices to meet the changing business needs
• Tracked, developed & communicated status of HR initiative projects to the Management Committee
• Ensured timely and accurate compilation of Payroll including, monthly one-time allowance details including overtime, Holiday allowance, sales commissions, Incentives and leave without pay
• Prepared department wise disbursement grand summary for analysis with previous month and ensured that the month end report is executed with proper monthly data maintenance for Regional HR Managers for their record consolidation
Acted as a key strategic & operational planner, driver and executioner in the areas of Recruitment, HR Operations and Learning & Development
•Responsible for Recruitment & Selection process and represented HR in job related interviews at initial level
•Developed Internship & MT Program including preparing all recruitment drive presentations, conducting Management Trainee recruitment drive, planned & prepared sessions for group discussion and screening of candidates for the program
•Conducted salary survey and designed compensation and benefits strategy to drive harmonization, internal equity and market competitiveness
•Prepared all Employment Processing letters of all permanent employees which includes appointment letters, promotion, transfer, re-designation, termination etc.
•Designed and effectively delivered an Annual Appraisal Form focusing mainly on objectives and performance of individuals
•Facilitated L&D team in creating a learning calendar for sales employees based on the Skill Gap Analysis
•Responsible for E-Learning of all employees and achieving regional L&D targets
•Represented Human Resource in ISO steering committee
•“EOS Lead” for DHL Global Forwarding Pakistan with reporting to Region, responsible for all Employee Opinion Survey (EOS) activities
EFU Life Assurance Ltd.
Operated as a facilitator and key operational resource in the areas of C&B, HR Planning, and New Initiative Development for internal customers …
• Managed C&B programs including medical / group insurance and provident fund, retirement plan and final settlement.
• Involved in yearly manpower planning and expansion and proposed year-end salary increment sheet
• Responsible for Internship Program which included screening of candidates and managing Intern’s Day to day tasks and evaluation.
• Conducted and arranged interviews for junior positions and subsequently prepared relevant documentation
• Coordinated, negotiated, and liaised with employment and advertising agents for Corporate
• Organized corporate events such as Company Dinners, Corporate Trips, and Family Day etc. Approved and updated organizational charts on a monthly basis and maintained complete/accurate personnel records
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