Lead Rewards & OD
VentureDive
Total years of experience :7 years, 11 Months
• Process owner of bi-annual Performance Management Cycle starting from goal setting till the announcement of promotions and disbursement of increments/bonuses.
• Increments & bonus cycle working and iterations within given budget.
• Leading the development of in-house HRMS, with the name of Vendians, including all HR modules.
• Making blueprints, flowcharts, requirement documents, modifying and vetting user stories provided by tech team for the development of in-house HRMS.
• Talent Review Process including Succession Planning.
• Designed Compensation Ranges by doing internal equity and external competitiveness analysis.
• Responsible for preparing flexible salary offers from existing compensation models that suits best to the candidate and business both.
• Managing monthly payroll/remittances and responsible for complete loan management within budget.
• Launched and executed Employee Coaching and Mentoring Program.
• Liaise with all functional heads based on the feedback of their teams (bottom-up approach) and to finalize the action plan to cater the areas of improvement mentioned by their teams.
• Launched number of programs/benefits to increase Employee Retention.
• Responsible for keeping Job Descriptions up to date.
• Reviews of existing HR policies, changes in policies after industry survey and analysis and developing new policies.
• Responsible to present monthly HR Analytics to leadership, ensuring correctness of data and numbers.
• Responsible for Quarterly Town Halls and Monthly Employee Engagement Activities.
• Working on several Employee Recognition Initiatives.
• Managing full & final settlements of all leavers and responsible for disbursing it according to SOP, i.e., 10 working days.
• Worked with Talent Acquisition team to fulfil the Talent Requirements of respective divisions.
• Merged redundant jobs after conducting Job Analysis, placed the revised jobs in relevant job families and revised their compensation plans accordingly.
• Process owner of Performance Management Cycle starting from Objective Setting till Performance Evaluation.
• Worked with Capability Specialist to make Training Matrix 2021 after discussing the training needs of employees with GMs/HODs.
• Responsible for making Yearly Manpower Budget and ensuring that manpower cost doesn’t exceed the budget.
• Conducted meetings with HODs for Manpower Planning before making annual budget.
• Participated in Annual Total Remuneration Survey conducted by Mercer, benchmarked current strength against the survey results and proposed modification/ revisions required in salary structure to maintain internal equity and external competitiveness.
• Responsible for complete Annual Performance Appraisal cycle including performance assessments, promotions, market adjustments and grievance handling regarding employees’ assessments.
• Implemented SAP and core user of SAP Performance Management & Goal Management Module.
• Responsible for end user training of SAP PMGM Module and conducted nation-wide sessions for the same purpose.
• Policy Making and updating the existing ones.
• Established Work from Home Framework for employees under the title of “Distantly Connected.”
• Participated in Mercer Total Remuneration Survey for 2017 and 2018, benchmarked all positions according to MUPCs and presented analysis and recommendation for rationalization and to establish internal and external equity.
• Developed comprehensive On-Boarding Plan primarily for Area Office Staff.
• Responsible for complete Performance Management Cycle starting from Goal Setting, Mid-Year and Final Year Reviews.
• Responsible for preparing Yearly Manpower Budget of PEL.
• Prepared quarterly, half yearly and annual review presentations for HR to be presented to top management.
• Responsible for analysis and verification of HR expense report which includes identification of abnormal expenses and recovery of all expenses to be back charged to respective departments.
• Part of the Organizational Restructuring roll out team of the business unit.
• Developed Role Clarity Documents for Job Evaluation using Mercer's International Position Evaluation System.
• Rolled out Descon Culture 2.0 in Construction Division - Pakistan Business Unit through the core values campaign of newly added core value and the current ones.
• Executed Talent Assessment Program (TAP) leading to Individual Development Plans.
• Successfully completed Succession Planning and developed Successors’ Development Plans.
• Visited remote sites for Recruitment Campaign and to train employees on newly rolled core values.
• Executed Business Unit's Mid and Final Year Appraisal Cycle right from Objective settings till disbursement of Increments.
• Assisted team of Management Development Center to identify Training needs during Performance Appraisals with the Line Management.
• Responsible for the Business Unit wide organizational communication through Organizational Announcements.
• Conducted Town Halls of the BU's employees with the BU's management.
• Responsible for Employee Engagement Initiatives such as Long Service Awards Ceremony, Employee Birthdays, and other get together activities.
• Prepared the Project Entitlement Benefits (PEBs) for each project site (around 12 sites).
• Managed Future Leaders Internship Program.
-Conducted the complete R&S process solely, right from Recruitment to the Orientation.
-Created own CV Databank w.r.t each Job Category.
-Coordinated performance appraisals in Business Area.
MS - Human Resources Equivalent to 18 years of education.
BS (Hons.) - Management with HR specialization. Equivalent to 16 years of education.