MUHAMMAD FARHAN SHER

As a COO, my prime task is building the corporate governance and culture of quality to support all the entities. Business development, expansions, acquisitions and mergers are major part of my role
• Annual budgeting and forecasting of Headcounts, Opex and Capex. Strategy and manpower planning for the new expansion. Quality and Patient safety initiatives. Achieved JCIA accreditation for all three entities and group as whole in 4 months. Developed the corporate structure and improved the bonding within the group. Structured the compensation and benefits framework. HRMS deployment and development across the group. Managing facility development across the group. Developed by-laws and Executive committee role in the participative strategy development. Successful collaboration with multiple organizations to develop B2B relations and referral system. Employer branding and patient experience initiatives.

To play a vital role in Leadership team with specific focus on Talent strategy development and business decision-making
• Quarterly and Annual budgeting and forecasting of Headcounts. Strategy and manpower planning for the new expansion. Manage the manpower acquisition in Covid-19 pandemic. Activation and implementation of HRMS at workplace. Total Rewards Management. Setting up foundations for the performance management process based on identifying performance objectives at the Managers’ level. Working on addition of specialties in the Pediatrics function. Managed to develop a quick retention and attraction strategy for nursing division. Proposed and implemented long service bonus reward for employees with more than five years with the organization

Senior leadership role focused on Human Capital Key Result Areas based on Investors in People Framework. Achieved the IIP Gold standard by mobilization of IIP Champs group. Reported on Staff turnover and staff utilization in relation to requirement of departments; aiming to improving quality and future outcomes.Contributing to business strategy by defining an appropriate HR strategy, partnering with leaders to identify, prioritise and build organisational capabilities, behaviours, structures and processes. Providing business insights and supporting change management through professional project management. Developing and promoting ongoing feedback mechanisms for employees to influence the continuous improvement of the employee experience.
Influence the direction setting to align department with corporate values. Ongoing defining of talent needs, and support leaders to forecast and plan their talent pipeline requirements. Defined and driving improvements in performance culture in line with corporate principles, work with leaders to translate department strategic goals into meaningful outputs. Coaching and supporting management teams in their understanding and management of a high performance culture.
Take ownership as a Business Partner team, working together to make strategic and operational decisions.
Driving business results through performance improvement and encourage and reward behaviour aligned to company values. Continuously participate in selection activities to ensure the right fit for the department and also potential for future needs of the company. Measuring and understanding success of HR policies and procedures in the business. Developed KPIs for the Human Capital function and bench marked externally with KPI institute targets. Awarded Best HR team of the Year by International Stevie Business Awards

• Working on recruitment and selection challenge in gulf. Targeting the business needs in terms of manpower. Capacity development of staff. Close liaison with business operations to assess the training and skill needs. Talent reviews and succession planning. Implementation of compensation and benefits processes. Working on SAP for payroll and employee master data. Execution of bonus cycle. Working on restructuring of the organization according to business requirements. Achieved the target of saudization in organization within short span of 12 months. Improved the compensation and reward structure for the team. Promoted several employee engagement activities. Working diligently on Legacy of Leaders. Organized the personal mastery workshop for all the team, helping them in sharpening the skills

• Review, analysis and initiation of main project proposals. Plan and organize all pre-opening related tasks including resourcing, training, mobilization and department administration set-up. Implementation of employment terms and conditions for international locations for both expatriate and national staff. Manpower planning and forecasting for all phases of projected growth to support business plan. Chapter leader for SQE, JCIA. HR services to the internal customers. Identify staff vacancies and recruit, interview and select applicants. Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. Formulation of HR policies. Creation of the employment contracts in accordance with UAE law. Liaison with government departments to acquire medical/professional licenses. Implementation of employee welfare strategies and comprehensive medical insurance for staff. Implementation of all job descriptions and performance review framework for probationary and annual appraisal. Development of recruitment material based on competency assessment and interviewing. Third party negotiations (recruitment agencies). Negotiations with the companies for outsourcing the Medical specialties like Physiotherapy, Oncology, IVF etc. Implementation of HRIS Sage (ERP, e-recruitment module)

• Controlling the largest three regions of Lahore, comprising of 2700 employees. Processing of employee medical claims in liaison with the Medical dispensaries. Medical Fund Management and Medical Administration. Implementation of ERP (SAP). Employee relations. Conduct exit interviews to identify reasons for employee termination. Investigate and report on industrial accidents for insurance carriers. Negotiate bargaining agreements and help interpret labor contracts. Prepare personnel forecast to project employment needs. Prepare and follow budgets for personnel operations. HR planning and successful and timely execution of recruitment process at zonal level. Managing the industrial relations with negotiations with CBA. Handling the court matters/legal cases related to service affairs. Formulating the training module to improve labour psychology. Performance Management of zonal staff. Role Model/change agent during transformation.