Umar Afzal

▪ Manage stakeholders and liaison with technical teams to deliver HR digital transformation, ensuring smooth migration from legacy systems and integration.
(supported successful go-live of 12+ integrated modules & systems)
▪ Lead functional analysis and requirement gathering for SAP SuccessFactors implementation, ensuring alignment with organizational policies, HR processes local laws and industry best practices.
(EC, RCM, ONB, PMGM, TIH, CDP, LMS, SP, and TM etc.)
▪ Review and approve system design documents & test cases and oversee quality assurance testing to validate configurations and recommend improvements.
(reduced configuration errors through rigorous testing)
▪ Plan and execute comprehensive change management strategies, including impact analysis, communication plans, end-user training, and creation of user manuals and process flow charts.
(delivered 40+ training sessions for cross-functional teams)
▪ Optimize workflows as a system administrator and drive efficiency and compliance while improving employee experience.
(streamlined various processes by reducing steps and enhancing integrations)
▪ Provide guidance & support to business users regarding technical issues and resolve L1 & L2 support tickets for SAP SuccessFactors & integrated systems.

▪ Lead the HR department to achieve departmental objectives in all areas such as workforce planning & budgeting, recruitment, performance management, training and succession planning, compensation & benefits management, HR operations and employee relations etc.
▪ Design and implement OD initiatives such as Hi-Po assessments and leadership development to enhance organizational effectiveness.
▪ Align the HR planning with business objectives, ensuring robust talent pipelines and capability building for future organizational needs.
▪ Conducted organizational diagnostics to evaluate capability gaps, and lead interventions such as talent planning and culture.
▪ Used talent analytics, employee engagement data, and organizational metrics to provide insights and recommendations that improved performance, retention, and overall organizational effectiveness.

▪ Developed and executed talent planning strategies to attract, retain, and develop top talent, aligning with business objectives and driving organizational growth.
▪ Led end-to-end recruitment processes, built robust talent pipelines, and strengthened employer brand through innovative sourcing strategies and partnerships with leading universities and institutions.
▪ Designed and delivered targeted learning interventions, competency frameworks, and career development programs to enhance employee skills and capabilities, driving business performance and employee engagement.
▪ Identified and developed future leaders, creating succession plans to ensure business continuity and leadership readiness across operations.
▪ Driven change management initiatives, process improvements, and employee engagement programs to boost productivity, leadership, and overall organizational effectiveness.
▪ Designed and implemented frameworks for talent assessment, succession planning, performance management, and high-potential development to build strong leadership pipelines aligned with business goals.
▪ Developed competency frameworks, designed learning roadmaps, and rolled out targeted programs for leadership development and career development to enhance workforce skills and engagement.

▪ Led end-to-end talent acquisition and learning strategies, ensuring the right capabilities are hired, developed, and retained to meet current and future
business needs.
▪ Managed employer branding, graduate programs, and internal mobility initiatives to build strong talent pipelines and career progression pathways.
▪ Designed and delivered learning frameworks, including onboarding, leadership development, and capability-building aligned with organizational priorities.
▪ Partnered with business leaders to identify skills gaps and translate workforce needs into targeted hiring plans and learning interventions.
▪ Integrated performance, potential, and development planning through talent reviews, succession planning, and high-potential programs.
▪ Leveraged talent and learning analytics to track hiring effectiveness, learning impact, and capability growth, driving continuous improvement and ROI.

▪ Implementation of SuccessFactors in Descon as a primary performance appraisal and rewards tool for the organization globally.
▪ SAP HCM and SuccessFactors power user of modules like Performance & Goals, Compensation and Workforce Analytics & Reporting.
▪ Leading the project of KPI development and establishing quantifiable measurement criteria for all positions across the globe.
▪ Conducting Job Evaluations, Salary surveys, optimizing grade-wise compensation and benefits structure and maintaining salary parity across countries.
▪ Reviewing and updating SOPs related to performance and rewards in order to establish roles and controls.

▪ Participate in the process of manpower planning and payroll budgeting on quarterly and annual basis.
▪ Perform HRBP role including talent acquisition, employee life cycle management, employee relations and succession planning etc.

▪ Perform job evaluations based on Hay methodology and assign the jobs to pay grades, conduct salary surveys and provide recommendations on salary review.
▪ Translating balanced scorecard based departmental goals into HOD’s KPIs & job description and subsequently distributing these among their team’s job objectives for implementation of KPI based PMS.
▪ Carry out Competency assessments in coordination with HODs and develop Competency Matrix for sales & non sales staff.
▪ Collaborate with vendors for customization in HRMS and ensuring its compatibility with organizational processes.

Worked with various clients and performed duties in different HR functions such as:
▪ Managing Recruitment & Selection, Trainings &Performance Management for clients’ staff.
▪ Job analysis and developing Job Descriptions, conducting Job Evaluations, developing Organizational Structures etc.

▪ Worked as Talent Acquisition Specialist and performed recruitment, selection and onboarding activities.

▪ Worked as an HR Generalist and performed all HR operational activities.