Muhammad Nouman Tariq

● Design and implement effective organizational structures that align with the companys strategy and objectives.
● Evaluate and recommend changes to the organizational hierarchy as needed.
● Identify and analyze existing business processes to streamline workflows and improve operational efficiency.
● Implement process improvements and redesign initiatives.
● Define clear job roles and responsibilities to enhance employee productivity and accountability.
● Conduct job analyses and evaluations to ensure roles align with organizational objectives.
● Develop and implement change management strategies to facilitate smooth transitions during organizational changes.
● Collaborate with HR to ensure alignment between organizational design and talent acquisition strategies.
● Support the development of a talent pipeline that aligns with future organizational needs.
● Oversee the integration of new technologies to improve efficiency and competitiveness.
● Establish key performance indicators (KPIs) to measure the success of organizational design initiatives.
● Ensure that organizational designs comply with relevant laws, regulations, and industry standards.
● Use analytics and data to assess the impact of organizational changes and make data-driven recommendations.
● Conduct periodic audits to ensure ongoing compliance.

● Support company-wide HR policies, procedures, and practices in accordance with company OKR’s.
● Navigate all stages of the employee lifecycle from onboarding to orientation, to development and support, to offboarding and termination.
● Talent management through corporate learning and development, Identifying key resources, succession planning etc.
● Responsible for all Employee Relations
● Responsible for complete People Operations
● Leading world class people experience
● Change agent for Workday integration with all departments
● Analyzing training needs for all departments and providing training
● Working and coordinating between global ops projects
● Utilizing data analytics divisions through pulse surveys, focus groups etc.
● Develop and maintain performance-based culture
● Manage career development with managers for teams
● Define and track key metrics to measure employee happiness, engagement, performance, and retention,
and use data to inform program changes. (Qualtriics)
● Implementing operational improvements creating efficient processes, policies, and programs.
● Green house and Workday integration.
● Change agent for complete functions. Addressing pain areas areas with data driven decisions.

● Performing activities related to employer branding
● Responsible for maintaining the Confiz brand on social media and other portals.
● Leading HR operations such as Performance management, training and development and personnel development etc.
● LLC US operations handling from visa to green card. H1, E2 visa processing with the team in coordination with the attorney.
● Developing and improving HR systems and policies in line with best practices.
● Supporting employee engagement activities, organizational development and organizational change.
● Employee grievance and complaint handling.
● Employee performance management and maintaining HR dashboard.
● Employee promotions and feedback.
● Employee satisfaction survey conduction and taking corrective action to resolve negative views.
● Responsible for organizational diversity.
● Introducing employee development with the help and support of training and development

Key Result Areas:
• Spearheading all HR operational processes are managed in terms of TAT, accuracy, frequency & compliance
• Leading organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design and change management
• Designing, developing and maintaining the recruitment process in the organization including its description, recruitment measurement definitions and so on
• Ensuring the joining formalities including induction & orientation is completed within the stipulated time frame
• Leading employee training and development division by monitoring competency grids and identifying training needs for skill/competency upgradation
• Responding to employees’ grievances & complaints; resolving the issues/concerns and/or escalating the same to senior management
• Managing Leave-of-Absence Programs and maintaining personnel records; administering benefits enrollment

Highlights:
• Negotiated for 110 salary offers and Sign-on Bonuses/Relocation Packages annually
• Slashed benefits costs by 15% annually by taking effective measures
• Introduced first Formal Performance Review Program and created a tool that was later adopted company-wide
• Reduced hiring costs by judicious use of employee referral programs and online job portals for sourcing; achieved cost saving of 13% of recruitment cost from previous year
• Achieved a reduction in operational cost by 22% through a detailed analysis of the daily functions

Highlights:
• Imparted training to 25 members of Management Team on Interviewing Techniques and Best Practices, Conducting Workshops
• Structured Standardized Candidate Tracking System to ensure the validity of candidate’s information and reduce the stress for sourcing
• Developed Incentive and Morale-boosting Programs including special events and awards structures that increased employee satisfaction and productivity by 06%

Highlights:
• Spearheaded the Mass and Operational Roles Hiring; closed over 150 positions in 3 months
• Arranged & organized job fairs in collaboration with Marketing Team
• Supervised onboarding operations for employees across Saudi Arabia

Highlights:
• Obtained approval for Salary Structure and Issuance of offer letter of the selected candidates
• Reviewed and maintained filing of PF Forms, HR Handbook, Performance Appraisal Form and Training Schedules
• Engaged in Payroll Processing activities like computing wage and overtime payments, calculating payroll deductions, processing requests for paycheck advances and so on
• Networked & liaised with External Consultants and identified training needs; arranged training schedules for the employees and evaluated the effectiveness of the training programs