سلمان خالد

1) Partnered with Operations and Business Development Team to analysed and investigated performance levels, engaged with Branch Managers, Business Development Team and Corridor Managers, outlined approach to motivate leaders and visited branches during marketing activities.
2) Proposed talent model for selection of African Nationals from Kenya, Ghana and Cameroon, successfully appointed four African staff into branches and raised number of regional customers from 125 to 11057 by 2021 .
3) Increased HR employee engagement from 69% (2014) to 82% (2021), restructured HR function and focused on productivity, role clarification and upskilling in business acumen, partnerships and results orientation.
4) Launched ‘Grow’ model, a 3-day interactive course for Branch Managers and Supervisors to build on sales and product knowledge, this encouraged cross selling of alternative offerings to customers.
5) Worked closely with 12 functional heads on design and implementation of cost efficiency process focused on agility and improvements to overall customer experience, successfully achieved $150K in immediate benefits.
6) Drove learning and development, dramatically reduced customer complaint resolution times from 72 hours to 35 hours, reactivated 29% of dormant customers worth £200K per month and increased number of new customers.
7) Devised/implemented strategic diversity plan and achieved 23% increase in minority and women appointments.
8) Formulated executable development plans following facilitation of 360-degree feedback session for 13 leaders.
9) Coached internal and external trainers to ensure interactive training programmes delivered to all staff, and personally travelled to all 30 branches alongside senior leaders to uplift employee engagement.

• Reported to the HR Manager and assisted with identification, designing and implementation of strategic HR projects, as and when required;
• Performed difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures;
• Analyzed and modified compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements;
• Planned and conducted new employee orientation to foster positive attitude toward organizational objectives;
• Served as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems;
• Initiated formal training programs, engaging internal resources and 3rd party vendors to improve employee bench strength in the areas of sales, marketing, operations and customer services;
• Prepared personnel forecast to project employment needs;
• Conducted exit interviews to identify reasons for employee termination;
• Provided terminated employees with outplacement or relocation assistance.