Recruitment Consultant
Ability - Pakistan
Total years of experience :20 years, 6 Months
- Developed and managed end-to-end HR services.
- Initiated and spearheaded comprehensive Job Analysis program to obtain As-is status of job content, analyze gaps and realign them with business expectations.
- Introduced a learning and development culture by introducing job rotations, enrichment and on-job training.
- Successfully launched in-house learning programs.
- Developed in-depth key HR analytics to supplement HR management decisions.
- Managed CSR program, including drought relief efforts in Tharparkar Sindh).
As HR Business Partner, my key achievements have been:
∞ Leading launch of Building Excellence in People, NFL’s Program for aligning HR practices with its long term business strategy and Vision 2020. The program includes a revival of Job Design, Competency Model Development, Performance Management and Succession Management Systems.
∞ Successful co-management for launch of NFL’s First Management Trainee Program.
∞ Completion of SIA (Strategy-in-Action) based Annual Performance Evaluation.
∞ Leading planning and management of Employee Engagement events.
Current job responsibilities include:
∞ Acting as the initial point of contact for all HR issues to assigned business functions and provide day to day advice and counsel on HR related matters.
∞ Coaching and supporting managers in the application of HR policies and practices, providing advice and guidance on HR issues.
∞ Working with and coaching managers & employees on the performance management cycle, including employee performance improvement plans.
∞ Supporting functional managers with organizational changes ensuring new structures support the strategic direction of the business, communications are clear and relevant and talent is deployed effectively.
∞ Supporting the business with annual workforce planning.
∞ Partnering with Functional Managers to identify key talent, establishing development plans for succession and ensuring these plans are executed, tracked and measured for success.
∞ Partnering with Employee Training to help implement annual training calendar, based on TNA for focused development of talent synchronized with business needs.
∞ Supporting the roll out of employee surveys including interpretation of past results for Senior Management and implementation of action plans.
∞ Supporting the focus on integration and retention of employees through execution of on-boarding and orientation programs.
∞ Partnering with Training & Development to help implement annual training calendar, based on TNA for focused development of talent synchronized with business needs.
∞ Supporting the roll out of employee surveys including interpretation of past results for Senior Management and implementation of action plans.
∞ Supporting the focus on integration and retention of employees through execution of on-boarding and orientation programs.
∞ Reviewing HR processes and employment policies to put forward the recommendations for improvements.
∞ Managed end-to-end Talent Acquisition process for Customer Services and Technical job families including customer service representatives, corporate account managers, call center supervisors, quality assurance analyst and engineers for technical team.
∞ Managed Employee Orientation and Induction process.
∞ Managed launched of Coaching Program called ‘Performance Improvement Plan’ for under-performing employees.
∞ Served as Counselor for technical and customer services employees on behavioral issues that effect on-job performance.
∞ Launched Employee Engagement initiative called ‘Mobilink Rendezvous’ - A series of events for finding solutions to cross-functional performance issues and Planned and organized Team Building activities.
∞ Launched ‘First Impression’ Program for evaluating quality of HR Services to new employees.
∞ Served as regional representative for implementation of HRIS (HITS).
∞ Managed complete portfolio of HR Operations with the assistance of 4 HR associates.
o Data Management of SAP (ERP) - HR Module. (Time, Performance and Leave Management)
o Data Management of Annual Salary Survey.
o Scheduling interviews and preparing relevant reports for Manager Staffing.
o Training of departmental staff for successful execution of their SAP Job Roles.
o Data upkeep of all Non-Management Staff of the Company.
- 1st Division throughout the 4 years' study - Distinction in Development Economics