Nasreen Ahmed

• Develop and implement a comprehensive performance management strategy for the DLI & its group companies
• Manage the corporate performance function, develop the corporate, divisional, and departmental balanced scorecards based on corporate strategy, cascade objectives and KPIs to individual levels.
• Drive the rewards and performance improvement initiatives.
• Contribute to the automation of the Performance Management System in collaboration with HRIS and IT teams
• Spearhead the development and cascading of corporate objectives to the first- and second line leadership levels.
• Conduct organizational assessment, ensure an optimized operating model linked to the structure.
• Develop DLI’s organization structure (high and detailed levels) based on the operating model and synergy targets.
• Tailor change management initiatives around restructuring, digitization, and new process implementations. etc.
• Key member of DLI’s cultural committee, identify, assess, and develop action plans to cover cultural gaps.
• Lead the performance management function, ensuring an effective and efficient performance cycle.
• Review the current compensation and benefits structure, ensure market competitiveness through periodic benchmarking.
• Work with external consulting firm to ensure deliverables and work methods are up to the set standards.
• Provide support to line managers in applying the Performance Management System in case they face challenges with the implementation of any systems.
• Support and audit internal departments and recommend HR best practices (Recruitment, Operations and Payroll)

Recruitment
● Ensuring up to date and accurate Job Descriptions
● Posting vacancies internally and externally
● Working closely with the business units and supervisor to understand the needs of the
department to fill the vacancy in a timely manner
● Shortlisting and conducting interviews
● Employee on-boarding, documents verification and induction (including travel, housing and
visa arrangements)
● Manage job changes, promotions, demotions, probations and lateral transfers
● Document management and record keeping as per Company requirements
● Manage the positions to enable recruitment to proceed, creating open positions and
requisitions
● LinkedIn Management
Learning and Development
● Developing training modules in coordination with Department Heads.
● To ensure training coordination and employee development for respective departments
● Coordination of in-house training & organizing external trainings for semi- skilled and
skilled workers
Performance Management
● To ensure completion of performance appraisal for mid- year review and final year review
with respective department’s heads.
● Providing inputs to HR head for annual year bonus by submitting the performance review
of the employees.
HR Compliance
● Ensuring full compliance of HR checklists and documentation of personnel files
● Ensuring the employee handbook is accurate, relevant and up to date
● Identify any policies which require amending either through Employment Law changes or
through best practice in their application.
● Draft new policies where appropriate and develop any associated documentation, for HR
Services leadership to review with the HR council
HR Systems
● Data management and maintenance in ERP System Microsoft Dynamics 365.
Employee Grievances & Separation
● Manage the separation process for both voluntary and involuntary separations
● Investigating cases, categorizing the issues and issuing warning letter or termination letter.
● Support Business Unit HR as required with any major restructures which involve consultation and /
or redundancies
● Support Business Unit HR with severance calculations, production of first draft of Settlement
Agreements and overall process requirements
Medical Insurance & Personnel File Supervision
● Handling the group medical insurance policy, workmen’s compensation, medical claims.
● Supervision & ensuring hardcopies of all employees Personnel File is updated and maintained.

RESPONSIBILITIES
● Assist the HR Head on delivering HR Training Plans.
● Employees first point of contact for any concern, clarification, grievances that will be
addressed to the HR Manager.
● Ensures effective compliance of all training requests.
● Monitoring and reviewing the progress of trainees through questionnaires, feedback
analysis and discussions with managers.
● Coordinate development and maintain job descriptions for all employees.
● Coordinate development and maintain KPIs for all employees.
● Assist the HR Head on talent development and succession planning.
● Coordinate Performance Reviews for all employees.
● Draft HR reports by assembling, preparing and analyzing data.
● Prepare and roll out offer letters, draft employee communication letters, policy writing,
appraisal letters, warning letters, probation confirmation letters and keep track of all the
updates in the system.
● Executive on-boarding, group orientation and induction of new employees.
● Design and develop specific training programs & modules in line with the overall Business
● Design and implementation of employee rewards and recognition programs to ensure
motivation of performing employees.
● Assist in the preparation of training / employee engagement calendar and budget.
● Recommend employee engagement programs and assist in implementing the selected
programs.
● Assist in administering and analyzing of result of Organization Climate Survey (Great Place
to Work & ESAT survey) on yearly basis and develop programs to address the
organizational issues.
● Assist in developing employee management/retention programs.
● Assist in administering performance management system including establishment of
parameters and competencies of employees.

● Training school students Class IX & X on basic computer skills.

● Develop and implement effective plans, strategies, procedures and policies and monitor them
to ensure that they meet requirements, business need and organizational objectives, and that
they reflect good practice.
● Build leadership pipeline and competency framework by creating talent pools for career
progression.
● Training Calendar Roll Out for various business units
● Monitor progress against the Talent Management strategy ensuring that staff and resources are
effectively allocated and deployed, and that the budget is managed effectively.
● Ensures effective compliance of all training requests- including BRP (Business requirement
program), TNI (Training needed identification), Academy programs (Level change program),
and adhoc requests.
● Analysis and maintenance of various department training performance reports as required by
management.
● Recommend, develop and schedule training program and development courses.
● Rationalize manpower utilization& carryout appropriate rightsizing activities.
● Generation of HR dashboard reports/HR metrics.
● Monitoring and reviewing the progress of trainees through questionnaires, feedback analysis
and discussions with managers.
● Responsible for producing weekly reports, monthly reports and training calendar to the higher
level management.
● Capex & Opex Management, raising of PO and ensuring the outsourced training vendor’s
payments are processed.
● SAP application entry of processed purchased order and on time payment.
● Responsible for induction and orientation of cadres on the floor.
● Reporting Manager of all cadres until they are deployed to projects, taking care of their leave,
delimitation, deployment and relocation.
● Developing new training modules and customization of the current modules for sales & delivery
units.
● Reporting training effectiveness and improvement of the associates.
● Conduct random evaluations of associates in various processes to identify and fine-tune training
requirement.
● Effective utilization of learning management system to ensure training deliverables of all
individuals.

● Operates and maintains all Data Centre hardware and software applications and provide
necessary support, troubleshooting, and corrective measures
● Managing MSN Servers in US, UK, Canada, Japan, and China remotely.
● Single Point Of Contact accountable for correlating related alarms, determining incident
severity, and assigning incident tickets to the appropriate resolution team.
● Working with Data Centre