My primary role is to develop business, run organizational diagnostics, design, and implement development interventions that alleviate the issues, and develop reports for the clients. This is done through consulting, facilitating workshops, and coaching. Focus Areas: ▪ Organizational Development & Capacity Building ▪ Organizational Culture Change ▪ Leadership Development & Team Building ▪ Assessment \ Development Centers ▪ 360° Feedback Surveys ▪ Psychometric Assessments & Executive Coaching ▪ Learning Interventions. ▪ Manage compensation and benefits administration, including 401(K) ▪ Manage employee welfare, wellness and health programs for domestic and tcn/expatriate staff, domestic employee safety and provide guidance and support to the country offices’ welfare, wellness and health programs; ▪ Global Recruitment Strategy Achievements: ▪ Developed and executed a comprehensive global recruitment strategy for IT & Telecommunications sectors across Pakistan and the USA. ▪ Implemented innovative recruitment techniques, including social media campaigns, talent pipelines, and employer branding initiatives. ▪ Achieved a significant increase in the quality of hires and retention rates. ▪ Designed competitive compensation and benefits packages tailored to attract and retain top-tier talent. ▪ Sourcing and Attracting Top IT Talent: Developed and executed a global recruitment strategy to source top-tier talent across regions such as Pakistan, the USA, and beyond. Utilized innovative recruitment channels, including social media, talent pipelines, and employer branding initiatives, resulting in a 40% increase in hiring quality and a 20% reduction in hiring timelines. ▪ Cross-Country Talent Acquisition: Led international recruitment drives to attract specialized IT talent from emerging markets, enhancing the company's workforce by building global teams with skills in emerging technologies such as AI, Cloud Computing, and Cybersecurity. ▪ Organizational Development and Transformation Implementation of Leadership Development Programs: Designed and launched global leadership development programs tailored for the IT and telecom sectors. Resulted in a 30% increase in internal promotions to senior leadership roles, reducing external hiring needs for key positions. ▪ Change Management for Digital Transformation: Partnered with senior leadership to manage organizational change during digital transformation initiatives. Ensured a seamless transition of 10,000+ employees to new digital tools, such as ERP and CRM systems, while maintaining productivity and morale.

Looked after organization wide portfolio including Employee Engagement, Talent Management, Learning C Development (Corporate Functions), Management Trainee Program, Talent C Succession Management, Learning Centers, and ensuring successful audits. broad spectrum of responsibilities that directly impact the organizational structure, culture, and employee experiences within purview. Achievements: ▪ Completed employee engagement survey with 83% participation rate ▪ Launched Facebook, LinkedIn Workplace as a communication platform to enhance productivity and teamwork and develop an inclusive culture ▪ Developed a comprehensive competency framework on the basis of which we launched a companywide 360˚ feedback survey to identify development gaps for our leaders across the organization and identify potential future leaders

Strategic HR Leadership: Spearheading the development and implementation of HR strategies aligned with business objectives to enhance organizational effectiveness, workforce planning, talent acquisition, and retention.
Change Management Initiatives: Successfully leading change management programs to navigate organizational transformations, mergers, acquisitions, or restructuring, ensuring minimal disruptions while maximizing employee engagement and productivity.
Talent Development & Succession Planning: Implementing comprehensive talent development and succession planning programs to identify high-potential employees, nurture their skills, and create career pathways that align with the organization\'s long-term goals.
Diversity, Equity & Inclusion (DEI) Initiatives: Driving initiatives to foster a diverse and inclusive workplace, implementing policies, training programs, and awareness campaigns to ensure a supportive and equitable environment for all employees.
Employee Engagement and Well-being Programs: Implementing strategies to boost employee morale, satisfaction, and well-being through engagement surveys, wellness initiatives, flexible work arrangements, and other programs promoting work-life balance.
Performance Management Systems: Overseeing the design and implementation of performance management systems that align individual goals with organizational objectives, providing regular feedback and facilitating professional growth.
HR Technology Integration: Leveraging technological advancements to streamline HR processes, enhance data-driven decision-making, and implement HRIS (Human Resources Information Systems) for more efficient operations.
Compliance and Risk Management: Ensuring adherence to local and global HR regulations, labor laws, and company policies to mitigate risks and maintain a compliant workplace.
Cross-functional Collaboration: Collaborating with other departments and senior leadership to align HR initiatives with broader business strategies, fostering a cohesive and productive organizational culture.
Metrics and Analytics: Establishing key HR metrics and analytics to measure the effectiveness of HR programs, enabling data-driven insights for continuous improvement.

HR/Talent Development:

Designed and implemented a comprehensive training and development program resulting in a measurable increase in employee skill levels and performance.
Established a robust talent acquisition strategy leading to a significant reduction in time-to-fill key positions.
Introduced innovative retention strategies that reduced employee turnover by a notable percentage.
Implemented performance management systems that improved employee productivity and engagement.

Industrial Relations/Employee Relations:

Successfully negotiated and finalized labor contracts resulting in improved relations between the company and labor unions/employees.
Developed and implemented conflict resolution mechanisms leading to a reduction in workplace disputes and grievances.
Created initiatives fostering a positive work culture and increased employee satisfaction.

Compliance:

Ensured adherence to all local labor laws, regulatory compliance, and internal policies across departments.
Led initiatives to achieve and maintain certifications or accreditations related to labor standards or workplace safety.
Conducted comprehensive audits ensuring compliance in HR/IR practices.

Health, Safety, and Environment (HSE):

Implemented robust health and safety protocols resulting in a reduction in workplace accidents/incidents.
Developed and executed emergency response plans that enhanced workplace safety and minimized risks.
Spearheaded sustainability initiatives leading to environmental conservation and community engagement.

Cross-Cultural Leadership:

Successfully managed diverse teams across different cultural backgrounds, fostering inclusivity and unity.
Conducted cross-cultural training programs improving intercultural communication and understanding within the organization.

Recruited to direct HR for, HK, China, US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Manage $135K budget. As Global VP HR C Lead Business Partner, with 5 HRBPs and a team of 25 HR generalists my responsibilities included managing the end-to-end Talent management process, Rewards function, PRMS, Employee Life Cycle Management, Workforce Planning, Development and Implementation of HR Strategy, C Managing Global Mobility. HR Organization Leadership: International HR Launch: Created HR organization – recruitment, staffing, onboarding, and training – for both expatriates and local national hires in HK, China, and USA. Organization Transformation: Enabled operational change essential to a $5M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion. Post-Acquisition HR Integration: Streamlined integration of ERP Systems, belle’s largest-ever acquisition at the time. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans. M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts. Achievements: ▪ Developed a culture of high performance by aligning the EVP with the Employee Lifecycle ▪ Implemented state of the art Talent Management practices ▪ Focused on developing our Future Leaders Developed a comprehensive Competency Framework and aligned all our TCD and Performance Management activities with it

As Head of HR my accomplishments at Dubai Refreshment P.J.S.C., the Pepsi Cola bottler in Dubai, UAE, typically oversees various human resources functions and initiatives. My  potential accomplishments in this role  include:

Talent Acquisition and Development: Implementing innovative recruitment strategies, enhancing the hiring process, and fostering talent development programs to attract and retain top-tier employees.
Employee Engagement and Retention: Initiating programs to improve employee satisfaction, creating a positive work culture, and implementing retention strategies to reduce turnover.
Training and Development: Establishing robust training programs, including leadership development, skill enhancement workshops, and continuous learning initiatives to improve employee capabilities and career progression.
HR Policy and Compliance: Overseeing the development and implementation of HR policies, ensuring compliance with local labor laws and company regulations.
Performance Management: Designing and implementing performance appraisal systems, providing feedback mechanisms, and facilitating performance improvement plans.
Diversity, Equity, and Inclusion (DEI) Initiatives: Driving initiatives to promote diversity, equity, and inclusion within the workplace, fostering an environment of equality and belonging for all employees.
Change Management: Leading HR initiatives during times of organizational change, such as mergers, acquisitions, or restructuring, ensuring smooth transitions and minimal disruption to employees.
Cost Optimization and Efficiency: Implementing cost-effective HR strategies while ensuring operational efficiency within the HR department.
Employee Wellness Programs: Introducing wellness initiatives to enhance employee health and well-being, which can include mental health support, fitness programs, and work-life balance initiatives.

My Overall, achievements of as an HR Employee Relationship Manager at EIB bank I measured by the successful retention and development of talented employees, effective management of employee performance, attraction of new talent, and the promotion of a positive and inclusive workplace culture. Employee Engagement and Satisfaction: Developed and implemented employee engagement initiatives that resulted in increased employee satisfaction and morale. Conducted regular surveys to measure employee satisfaction levels and identified areas for improvement. ❖ Conflict Resolution: Successfully resolved employee conflicts and grievances by implementing a fair and transparent process. Developed effective communication channels to address employee concerns promptly, fostering a positive work environment. ❖ Performance Management: Implemented a performance management system that aligned with Islamic banking principles, ensuring clear performance expectations and fair evaluations. Implemented development plans and coaching programs to enhance employee performance and career growth. ❖ Training and Development: Designed and delivered training programs tailored to the needs of employees in an Islamic banking environment. Developed a comprehensive learning and development strategy to enhance employee skills and competencies. ❖ Compliance and Shariah Compliance: Ensured compliance with HR policies, labor laws, and Shariah principles applicable to the banking industry. Collaborated with the Shariah department to ensure HR practices aligned with Islamic ethical standards. ❖ Talent Management: Implemented talent management strategies, including succession planning and career development programs, to identify and groom high-potential employees for future leadership roles. Developed a robust talent pipeline within the organization. ❖ Diversity and Inclusion: Promoted diversity and inclusion initiatives within the organization, ensuring equal opportunities for employees from different backgrounds. Developed policies and practices that supported a diverse and inclusive work environment. ❖ Employee Well-being Programs: Implemented employee well-being programs, including work-life balance initiatives, stress management programs, and health and wellness campaigns. Ensured employees' physical and mental well-being

Baby Shop UAE LLC is a part of one of the largest retail chains among the countries in the Gulf Co-operation Council (GCC). . The Company deals in child wear and baby care products having 16 retail outlets and employs above 590 employees spread over the UAE. Baby shop is part of the Landmark Gulf Group and has a turnover of over one billion by itself. Key Responsibilities: ❖ Responsible for the entire gamut of functions in Human Resources for the Babyshop Concept of Landmark Gulf Group for UAE territory as well as advise and provide support to the HR Function in GCC. ❖ Responsible for the sourcing of manpower needs for the business by validating manpower plans, preparing job descriptions, identifying the most cost-effective mode of recruitment and adhering to time lines. ❖ Drive the training function for the business by designing, developing and delivering appropriate training interventions aimed at upgrading the skill & knowledge base of employees in the company. ❖ Responsible for instilling rigour in the performance management process of the business by ensuring the setting of “SMART” objectives, training managers in conducting appraisals, and ensuring reviews as per time lines. ❖ Responsible for presenting a fair & firm face of management to the line managers and staff by redressing employee grievances as well as initiating disciplinary action against erring employees. ❖ Working out compensation revision proposals for the staff & store managers in line with budgets received from corporate office. ❖ Advise Line Managers as well as staff on HR policies & procedures thereby ensuring effective implementation. ❖ Implementation of HRMS – Oracle. Primary Challenges: ❖ Streamlining HR activities and establishing credibility for the HR Function. ❖ Building a cohesive unit by facilitating the aligning of individual’s strengths and activities towards team purpose. ❖ Measuring the pulse of the employees with a view to maintain high morale of over 590 employees. ❖ Upgrade knowledge base of employees and facilitate a learning environment. ❖ Develop & Implement a Fast Track Management Scheme for the Business. ❖ Provide HR support and consultation to other baby shop stores in G.C.C. Key Results/ Achievements: ❖ Designed, developed and delivered training programmers ranging from half day to two days on Induction, Time Management, Leadership Skills, and Team working to the 39 Area / Store Managers as well as Customer Service to the 590 staff employees of the company. These modules were also forwarded to other stores in G.C.C. ❖ Recruited over 150 sales associates worldwide including those from Philippines, Egypt, SriLanka, Nepal as well as India to meet business needs after preparing detailed organograms for each stores and clear job descriptions for each role. ❖ Facilitated the process of making of modules on product knowledge for all 5 major departments of the business. ❖ Initiated the process of circle meetings every fortnight amongst staff employees with a view to provide recognition as well as opportunities of expression to high performers. Conceptualized and implemented a Fast Track Management Scheme resulting in delivering of over 10 managers to the business. ❖ Worked along with Corporate IT department to implement HRMS – Oracle. ❖ Successfully streamlined systems pertaining to recruitment, training and performance management by instilling rigour in the process and thereby ensuring credibility to the activities. Created policy and procedures manual including sections on terms of employment, health & safety, staff accommodation, recruitment for store/regional managers in order to reduce the num