Director organizational Development
Liaquat University Of Medical & Health Sciences
Total years of experience :11 years, 9 Months
Highlights
• Hired 15 Senior Staff for through Succession Planning & Talent Hunt for newly established Medical College Khairpur Medical College Khairpur Mir’s
Key Responsibilities
• Look after all HR, OD and project related activities of the university
• Administer various Organizational Development plans, Projects, review HR policies and procedures including org. restructuring, talent acquisition, and talent development to meet organization Objectives.
• Develop Employee contracts and management.
• Consult with line management providing HR guidance when appropriate.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.
• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale and increase productivity
• Identified training/development needs and worked with subordinates to develop/deliver training plans, strategy and training material and prepare training budget for capacity building of staff.
• Assist in the creation, administration, and implementation of the organization's labor and employee relations programs, policies and procedures.
• Initiate faculty development programs /Human resource development
• Managing/ planning for improvement of all staff & students facilities include hostels, colonies, canteens& transport
• Assessing needs for infrastructure development of LUMHS, devising strategies to fulfill these needs, Prepare PC-1, etc
• liaison within and outside the Institution for getting the approval of these development projects from different forums, supervisory bodies, HEC, GOP, etc
• coordinating, facilitating and managing monitoring and evaluation of the development projects
• Coordination with other organizations within and outside the country, for developing new and strengthening existing academic and research programs
Led the organization with a strength of 16000 employees
•Played a pivotal role in increasing recovery rate ensured additional recovery up to 25% in June 2011 than in the year 2010 through HR planning, talent development, goal setting, reward management, and harmonious industrial relations
•Accomplished manpower planning and implemented outsourcing of 400 staff in 2009 and saved 48 million per year
•Instituted online application system for the recruitment of the manpower and carried out competency' based recruitment of 1200 technical &non-technical staff in 2010 to meet organizational needs
•Piloted restructuring / redesigning of the organization resulting in the formation of new power Distribution Company, division and sub-divisions as well as proactively carried out succession planning, identified high performer, developed their talent to occupy senior-level positions in new company Sukkur Electric Power Company
•Established career/ talent development department, regional training center to meet org. training needs and develops talent
•Headed and Framed senior Technical Professionals Committee to review and revise training Material / Syllabus time to time is updated to meet the skills enhancement needs of employees.
•Introduced Paid Internship training to final year 100 electric engineering students to enhance their technical skills
•Upgraded and developed facilities include residential colonies, bachelor hostels, hospitals, transport, schools, and ensure employee satisfaction, quality, productivity savings & earnings of 80 million in the year 2011
•Introduced and implemented performance appraisal/Management system instead of traditional ACR System to evaluate performance and development of manpower
•Spearheaded more than 98 training and 08 leadership development events for capacity building of 1100 staff and talent development of 130 middle/ senior-level professionals ensuring business objectives are met
•Designed/developed 24/7 customer facilitation center with toll-free # 118 across the region to redress customers issues
•Streamlined medical reimbursement system resulting in savings of 20 million in the year 2011 with comparison to 2010
•Revised and implemented compensation and benefits policy to attract/retain employees and made agreements with CBA resultantly staff turnover rate is zero
•Efficiently implemented Automation ERP across the organization
•Concurrently administered the transport management and oversaw a fleet of 245 vehicles
Responsibilities
•Oversee administration of more than 16000 employees, ensuring accurate documentation of the recruitment process/contracting requirements
•Managing the overall provision of HR services, policies, and programs in accordance with market trends, current/proposed company activities and government rules/regulations
•Leading HR practices/objectives to provide an employee-oriented, high' performance culture that emphasizes empowerment, quality, productivity, standards, goal attainment, recruitment and ongoing development of workforce
•Oversee the management of facilities residential colonies, bachelor hostels, hospitals, transport and schools
•Identifying organizational training and development needs through job analysis, appraisal schemes and regular consultation with business managers
•Performing job evaluation to review organization structure and advocating revision in the company's structure, carry out talent development & succession planning layout and HR policies to the senior management
•Develop linkages with other training institutions and ensure management development
•Fostering the development of strong, industrial relation with CBA, forging long term business relationships as a key impetus to expansion and growth
Industry: Medical & Allied Medical education
• Established HR department in SIDA
• Drafted staff Regulations, staff employment agreements and HR manual for SIDA
• Successfully developed a retrenchment plan for organization.
• Proactively carried out recruitment/talent hunt of 150 key staff, their orientation.
• Training and capacity building of field staff.
• Successfully implemented compensation & benefits system to retain qualified professionals and reduced staff turnover.
• Devised a performance appraisal system in the organization and introduced a succession planning system.
• explored talent in organization ensured up-gradation of 15 professionals on next higher positions to fill the gap to meet org. objectives
• Developed Training & development department and to develop talent and meet the training needs of staff. Trained 310 professionals in leadership development.
Key Responsibilities:
• Led restructuring and organizational development process that plans to communicate and integrates the results of strategic planning throughout the organization.
• Handled the entire array of administration operations to ensure smooth execution of the workflow within the given time and cost constraints.
• Planned, developed and coordinated the execution of HR program, policy, and procedures, monitoring compliance with company policies, procedures, regulations, and appropriate laws.
• Steered HR practices and objectives to provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity, and standards.
• Carried out training & development plans.
• Envisaged long/ short term corporate goals, calibrated associated budgets and focused on devising strategies to harness the synergy of existing personnel to achieve core business objectives.
• Coordinated and implemented training/development programs including selective hiring, orientation, salary changes, transportation, camps, terminations, and promotions.
• Resolved employee relations issues, coached and counseled employees. Developed and implemented creative/motivational recognition and reward programs to enhance team member retention.
• Measured staff performance through evaluation appraisals and analyzed the learning gap of personnel in joint efforts with training professionals.
Formulated and implemented HR strategies, processes/procedures across the entire organization to ensure effective/appropriate recruitment activities, sustain manpower to cope with business growth in line with org. goals/ targets.
•Oversaw all elements critical to the success of the HR function within the organization name in selection, compensation benefits management, and talent development.
•Managed all aspects of employee relations, including salary increases, promotions, deductions, absences, annual vacation entitlement/ terminations, medical/ employee benefits, attendance, payroll, and accommodation.
•Measured the performance of recruits in the probation period through evaluations/appraisals and drafted final probationary reports to ensure appropriate decision making on concerned employees' status.
•Recruited competent personnel organized training for recruits and conducted performance reviews periodically to maintain a motivated team.
•Negotiated terms and conditions to recruits as well as drafted contract agreements for recruitment activities.
•Directed preparation/maintenance of reports, for the effective functioning of the department. Prepared periodic reports for management as and when required to track strategic goal accomplishment.
Conducted Baseline Survey of Nawabshah area to initiate the micro-credit Program
•Identified opportunities for micro-credit investment and ensure Poverty Alleviation.
•Conducted training events for staff and community to develop their leadership skills and trained 35 staff and community members.
Responsibilities
•Supervise day-to-day operations in the customer service department.
Respond to customer service issues in a timely manner.
•Monitor Customer services Teams recommendation for Approval of microcredit loans to Target Group.
•Create effective customer service procedures, policies, and standards.
•Develop customer satisfaction goals and coordinate with the team to meet them on a steady basis.
•Maintain accurate records and document all customer service activities and discussions.
•Assess service statistics and prepare detailed reports on findings.
Hire and train new customer service agents.
•Manage the approved budget of the customer service department.
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