ZAHID KHAN

Future Architectural Glass, LLC (Future Glass) is a joint venture between a multinational & diversified Singapore corporation and a leading Indian glass conglomerate. The company has positioned to establish itself as UAEs premium glass processor having the entire gamut of European machinery and systems to process any type of interior and exterior glass.
Our specialized products development unit is dedicated to understand the changing needs of the architectural glass market and introduce innovative glass and glazing solutions for enhanced comfort, safety, and performance. Spread over more than 20 countries worldwide, our strong client base is an indicator of our global reach and the trust we share with our customers.

Our ever-expanding presence with offices in UAE, India & Singapore helps us serve the varied needs of the client promptly and efficiently. With multiple manufacturing bases in UAE & India, we are able to optimize resources and utilize the location advantage to the benefits of our global clientele.

Trans Asia is a leading pipeline, process and industrial services company. We specialize in pre-commissioning and commissioning of pipelines and process plants & platforms by providing services such as pigging, cleaning, inspection, and maintaining pipelines as well as nitrogen leak testing, lube oil flushing, catalyst loading, hydro-milling etc. With offices strategically located in key locations, we undertake operations throughout Asia, Africa, Europe and Central America.

Strategic:
 Support & Design policy and strategy development specific to the needs of the designated area by:
 Participating with line managers in planning initiatives in line with company objectives, which support local workforce priorities.
 Contributing to the implementation and evaluation of company human resources plans, policies and company initiatives.
 Supporting the development and implementation of workforce related strategies which drive performance improvement and best practice.
 Contributing to the implementation of attraction and retention strategies.

Recruitment:
 Managing talent and succession planning.
 Provides management direction and counselling on hiring methods.
 Taking overall responsibility for recruitment activity and campaigns.
 Shortlisting applicants for interview using a variety of selection techniques
 Liaising with PRO for Visa purpose.

Employee Relations:
 Advise management in appropriate resolution of employee relations issues.
 Listening to grievances and implementing disciplinary procedures.
 Provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements.
 Working with Other Departmental managers, coaching them and advising them on employee challenges.
 Keep up to date with legal developments and advise management on compliance and risk factors.

Performance Appraisal:
 Leading the Performance Review and Development Program.
 Responsible to ensure effectiveness, compliance, and equity within organization.
 Monitor and review the performance appraisal process and continually develop as necessary, ensuring that annual appraisals are carried out in a timely manner.
 Govern salary administration program to ensure compliance and equity within organization.

Administration:
 Oversee the maintenance, and communication of records in the organization.
 In conjunction with the Managing Director & Global Head HR from Germnay, ensure all company policies and procedures are up to date in line with current employment law. Ensure line managers are up to date with changes to any policies.
 Provide support to staff, as and when required.
Learning and Development
 Providing expert input into the development, implementation and application of best practice, programs and initiatives.
 Analysing training needs in conjunction with line managers, implementing the training and development agenda, identify areas that need attention and improvement.
 In consultation with line managers, follow up individual development needs and source external training provision as and when required.
 Discuss training costs and budgets with L&D department.
 TNI with various method, liaise with training agency and execute department wise for the deserving and recommended employees for their development plan.

Employee Support Tools and Adoption:
 Maintain up-to-date information in HRWeb (online employee information portal) and drive employee self service for HR information & queries.
 Ensure effective management of the ‘ASK HR alias and drive employee adoption of the alias as a main point of query escalation.

Being a part of the management, Heading three different HR Heads of different entities for the group involved in Business of Electronics, Optical & Manufacturing of Integrated plastic packaging.

GENERALIST PROFILE,
RECRUITMENT,
PERFORMANCE APPRAISAL,
PAYROLL,
COMPENSATION & BENEFIT,
MANPOWER BUDGET PLAN,
SUCCESSION PLAN,
EFFECTIVE BUSINESS CORRESPONDENCE,
ISO INTERNAL AUDITOR,
BALANCE SCORE CARD,
OPERATIONS.
BEST EMPLOYEE AWARD FOR THE YEAR 2007