- Formulate Strategic Planning and policy for HR & Admin functions of Partex Cables Limited covering Sales, Factory and Business office as HR Business Partner. - Review organization structure, process, workforce planning, succession planning as well as KPI objectives, goals & measures.- Provide day-to-day performance management guidance to line management (e.g. coaching, counseling, career development, disciplinary actions). - Ensure timely recruitment, promotions, transfers, sales incentive and employee reward.- Dialogue with leaderships to identify development scopes and their way outs in the organization. - Resolve complex employee relations issues by detailed investigation. - Maintain legal compliance and take required disciplinary steps. Consult with Legal department as needed. - Closely work with management and employees to improve work relationship, build moral and increase productivity and retention. - Identify training needs and follow up achievement of organization’s objectives. - Ensure employee facility and support for smooth business operation.- Serve as employee advocate to keep up employee engagement and retention initiatives.

- Review organization structure addressing the changes in coordination with the function-department heads and group HR.- Manage talent sourcing by checking employee requisition aligning with organization structure and required competency, shortlisting, interviewing, onboarding and complete hiring process within defined metrics in collaboration with the corporate talent sourcing team.- Fill up vacant positions keeping ahead succession and leadership pipeline and dispose promotion and transfer of incumbents according to internal SOP.- Identify training needs in association with department heads and assist the Learning team to launch and evaluate training programs to achieve organization’s objectives.- Support Group HR in conducting surveys and awareness programs for developing organization culture towards learning, fairness and innovation.- Provide coaching & mentoring to improve performance, engagement, job satisfaction and reduce grievance to facilitate talent development and retention.- Identify the scope of organizational changes and assist in taking change management initiatives.- Ascertain the core competency of the organization and keep focus on the strengthening the core to build the capability of the company through people and process development.- Advice team members, facilitate group HR by ensuring their requirements and provide HR guidance to the business managers regarding the issues related to HR Operations i.e. office and people administration.

- Coordinated training and knowledge sharing programs for employees and assessed the effectiveness to meet the scope of improvement.- Developed Leadership Pipeline by preparing Role Profile of 100 roles with Job Analysis, Competency Mapping and reviewing of Organization Structure for 15 departments under Infrastructure and Batteries business units.- Reviewed KPI of management employees of 3 SBUs’ - Cement, Power Holdings and Digicon Telecommunication.- Implemented IDP for management employees along with training session in 3 Power Plants at Chattogram, Rangpur, Bogra in collaboration with HRBP.- Worked for developing HRIS.- Organized Employee Engagement Survey with Nielsen for the 5 business units of Confidence Group. - Took part in managing Corporate events as a part of Employee Engagemen

Accomplishment:• HR Project in Milk & Beverage Unit: Accomplished a project work of 3-month on HR Modules• HR Project in Ceramic Unit: Completed a project work of 3-month subject to Manpower Planning and Role Profile Reviewing for Production department consist of 7 Sections • HR Project in Steel Products Unit: Successfully coordinated and implemented HR Process and Competency Development Project (12-month) in Steel Products Unit with the facilitation of Pro-edge Associates Limited (a Management & HR Consulting Firm) and supervised 20 HR Officers. Project works on HR Modules were accomplished by the team are as follows: - Worked on developing Organizational Structure and manpower planning for 21 departments - Successfully completed Role profile with Extended observation and Job analysis for 272 Roles - Prepared KPI and set online PMS for 230 Management staffs - Accomplished Competency Mapping and assessed 230 management employees- Conducted 360-degree Leadership Assessment for 71 management employees by building leadership profile on key competencies - Identified 34 critical role for succession planning and assessed nominee by 9-Box Grid - Carried out TNA for 230 management staffs based on competency- Exercised on Compensation & Benefit module by learning Hay Method and Salary Survey- Reviewed Recruitment & Selection process and initiated the Interview Rating Form• TQM Project in Milk & Beverage Unit: Coordinated & implemented TQM (Kaizen, 5S) projects (18-month) with the facilitation of CMD (a HR Development & Management Consulting Firm). - 20% loss of products was reduced by the Kaizen project of HR team.- 29 Quality Control Circle (QCC) was established in the project.

Accomplishments:• Assisted in facility management for more than 450 employees of Corporate Office including welfare activities and maintained HRMS in Oracle software.• Prepared Salary Sheet monthly and pursued Final Settlement of employees.• Drafted HR policies & plans and made SOPs of HR manual.• Formulated HR Budget of BDT 400 to 450 million with HR team. • Developed Car deed and arranged handover of car to AGM and above (about 30 officials).• Initiated Best Employee Reward in the SBUs in collaboration with HR leadership.• Organized Group HR Meeting quarterly based on annual plan and followed up minutes accordingly.• Took part in Recruitment & Selection process for more than 500 people. • Executed Performance Appraisal for 22 departments and updated KPI for Corporate HR.• Analyzed training report and identified requirements of training & development initiatives. • Conducted Skill Matrix analysis of 150 engineers from 9 SBUs for Leadership Development.