Wasim Kamboo

Led Talent Management initiatives with responsibility for performance management, succession planning, and workforce policies

Partnered with senior management to align grade structures, internal mobility, and job rotation with long‑term organizational goals.

Shaped employee engagement strategy by contributing to rewards and recognition programs aimed at motivation and retention.

Acted as a strategic advisor on people practices, ensuring HR frameworks supported business transformation and future workforce composition.

Partnered with SBUs to align people strategy with business priorities, advising on organizational design, workforce composition, and integration of newly migrated global functions while ensuring timely staffing of critical roles.

Align HR objectives with organizational goals, focusing on employee engagement, talent acquisition, and performance management. Use key metrics like turnover rates, cost-per-hire, and time-to-productivity to inform decision-making and identify areas for improvement.

Design and implement policies that promote a positive work culture: Create a positive work environment, foster employee well-being, and align with the organization’s values.

Lead Health & Safety initiatives, ensuring compliance with regulations and fostering a culture of well-being. Championing employee wellness programs which will elevate overall organizational health.

Attract & retain top talent with competitive compensation & benefits packages. Considering market benchmarks, industry standards, and the organization’s financial health.

Oversee the Recruitment Process: Ensure effective recruitment strategies, including sourcing, interviewing, and selecting candidates. Forecast future workforce needs, build talent pipelines, and leverage employer branding to attract top talent.

Shape QIC Group’s Brand Strategy as an Employer: Develop QIC Group’s employer brand strategy to enhance its reputation as an employer of choice.

Design, maintain, and secure the HRIS system, generating reports, ensuring compliance, and providing technical support. Collaborate with IT staff and analyse data for process improvements.

Foster Healthy Employee Relations: Promote positive employee-management relationships to foster a healthy work environment.

Review Departmental Budgets: Optimize resource allocation for efficient HR operations. Collaborate with finance and department heads to review budgets. Prioritize investments in areas such as training, technology, and employee development.

Performance Management System: Consistently align the performance management system with the organization’s broader strategic goals. Recognize it as a forward-looking process that shapes future outcomes by integrating performance metrics with talent development, succession planning, and organizational culture.

Develop and implement a comprehensive L&D strategy aligned with the organization’s goals and objectives. Identify learning needs, assess gaps, and create targeted programs to enhance employee skills and competencies.

Establish Core Values: Promote QIC Group’s mission and values, and incorporate them into everything the company does. Align employee behaviour with these core values to create a sense of purpose and shared identity.

Navigate Successful Business Transitions Through Strategic Planning and Execution: Facilitate smooth transitions by providing training and resources for employees to adapt to new processes, systems, or structures.

Team Leadership and Development: Lead a team of Training Enablers and Instructional Designers. Provide mentorship, coaching, and performance feedback to enhance team capabilities. Foster a culture of continuous learning and growth within the team, resulting in improved training effectiveness and employee engagement.

Operational Efficiency and Logistics Management: Streamline logistics for training sessions, ensuring seamless coordination of resources, venues, and materials. Monitor performance during on-the-job training, identifying areas for improvement and implementing corrective actions.

Stakeholder Communication and Reporting: Regularly communicate progress and outcomes to senior management (both onshore & offshore), highlighting training impact on operational metrics.

Collaborate with operations teams to align training initiatives with business objectives, contributing to overall organizational success.

Change Management and Transition Support: Facilitate smooth transitions, provide training and resources to help employees adapt to new processes, systems, or organizational structures.

Learning Technology and Digital Transformation: Evaluate and implement learning technologies (e.g., Learning Management Systems, virtual classrooms, e-learning platforms), drive digital transformation by integrating technology into training programs, stay updated on industry trends related to e-learning, microlearning, and gamification.

Performance Metrics and Evaluation: Establish key performance indicators (KPIs) for training effectiveness, regularly assess training outcomes, gather feedback, and make data-driven improvements, analyse metrics such as training completion rates, knowledge retention, and impact on business goals.

Team Leadership and Development: As the leader of the Centralized Training Team (CTT), guide and support team members through mentorship, coaching, and performance feedback with a focus on enhancing their skills and capabilities. Additionally, cultivate a culture of ongoing learning and development within the team, leading to improved training outcomes and increased employee engagement.

Resource Planning and Optimization: Strategically allocate resources within the team to ensure sufficient bandwidth for workload support. Anticipate future manpower needs based on recruitment projections. Coordinate training logistics, including scheduling, venues, and materials, to optimize efficiency and minimize disruptions.

Strategic Training Design and Delivery: Develop and implement tailored training programs that align with business functions (e.g., Risk Placement Services, Gallagher Basset, Finance & Accounts). These programs will address specific skill gaps and enhance employees’ domain knowledge. Additionally, design and deliver business-specific training modules to equip new hires with a deep understanding of their functional areas.

Build Strong Insurance Domain Knowledge: Collaborate with reputable insurance institutes, including the Chartered Insurance Institute (CII) in the United Kingdom and The Institutes in the United States, to establish channels for enhancing domain expertise within Gallagher.

Develop a Positive & Supportive Learning Culture: Design and implement rewards and recognition programs specifically, with regard to pre-process trainings. Thoughtful and motivating reward systems that align with the organization’s goals and values. These incentives ranged from certificates and badges to small gifts or monetary bonuses.

Stakeholder Engagement and Rapport Building: Cultivate strong relationships with operational managers to understand their expectations and seek continuous feedback. Collaborate closely with them to enhance training delivery, training content, methods, and overall effectiveness.

Reporting and Metrics: Regularly compile and publish training-related reports and management information. Use data-driven insights to inform decision-making and demonstrate the impact of training initiatives.

Payment Processing: Efficiently process BACS (Bankers’ Automated Clearing Services) and CHAPS (Clearing House Automated Payment System) payments to vendors. Monitor payment schedules and ensure timely execution. Keep a close eye on debit aging to prevent delays or discrepancies.

Offshore Support: Provide critical support to offshore Accounts Payable Teams. Act as a Subject Matter Expert/Supervisor, to guide them through intricate payment processes and ensuring compliance with company policies.”

Maintain Records and Systems: Keep accurate records of all financial transactions, including vendor invoices and payments, update relevant systems such as Oracle to reflect these transactions.

Vendor Invoice Management: Collate and review vendor invoices, ensuring accuracy and resolving any issues promptly, recommend process improvements and manage internal controls related to document handling.

Invoice Coding and Matching: Assign appropriate codes to invoices and match them with corresponding purchase orders or batching orders. Ensure consistency and accuracy in coding.

Vendor Payment Reconciliation: Reconcile vendor payments on a monthly basis. Serve as a subject matter expert for various accounts payable functions.

Reporting and Ledger Accounts: Prepare reports for reconciliation and ledger accounts.

Training Delivery: Conduct training sessions for new hires and existing employees on various operational processes, tools, and systems. Ensure that training content is up-to-date, relevant, and aligned with organizational goals.

Content Development: Create engaging training materials, including presentations, manuals, and e-learning modules. Collaborate with subject matter experts to develop accurate and comprehensive content.

Process Documentation: Document standard operating procedures (SOPs) and process workflows. Keep process documentation current and accessible for all employees.

Quality Assurance: Monitor trainees’ performance during training and provide constructive feedback. Conduct assessments and evaluations to measure the effectiveness of training programs.

Continuous Improvement: Identify areas for process improvement and recommend solutions. Stay updated on industry trends and best practices related to operations.

Stakeholder Collaboration: Work closely with operations managers, team leads, and other stakeholders to understand training needs. Collaborate with cross-functional teams to address process gaps and enhance performance.

Metrics and Reporting: Track training metrics, such as completion rates, knowledge retention, and performance improvement. Generate regular reports to assess the impact of training initiatives.