• First point of contact for all HR related queries.• Providing guidance to management on employment related matters, especially separations/terminations.• Conducting free, fair and impartial investigations while maintaining confidentiality and ensuring zero retaliation.• Point of contact for all dealings with agencies (EEO, DOL, IDES, etc.) and liaison for legal team.• Revamped employee handbook; implemented new policies and eradicated legal non-compliance.• Brought $950,000 savings through several initiatives.• Decreased attrition by 50% through several employee engagement initiatives.• Reduced headcount by 25% and increased departmental efficiency by 40% by partnering with fleet division.• Leading performance management cycle.• Developed an automated tool to gauge the feasibility of potential new clients, reducing manual work, increasing transparency and improving approval time.• Removed irregularities in employment contracts previously overlooked by legal team.• Improved effectiveness of NDA and Non-Compete Agreements.• Reduced headcount and payroll cost by providing HR support to NTL BioTech, an affiliated company.• Introduced an automated template to unify and simplify expense and mileage reimbursement.

• Identified billing inconsistencies by analyzing reports, resulting in over $40 million saving.• Developed an automated template to reduce turnaround time, reduce manual work and increase accuracy.• Developed departmental KPIs and maintained dashboards to track performance.• Developed and maintained database to serve as basis for multiple reports to suit different departmental needs.• Developed job-aids / quick-reference-guides for all departmental processes to facilitate new hire onboarding.• Led process improvement resulting in increased efficiency through reduced human dependency.

• Providing strategic and operational leadership.• Leading change management to develop a performance based culture.• Providing end-to-end solutions for strategic staffing plans, compensation and benefits, training and development and employee relations.

• First point of contact for all HR related queries.• Leading Reward cycle for SPL.• Heading Pay, Policy and Benefits portfolio for Pakistan.• Assisting in ER/IR activities for the country.

• Heading Reward for Unilever Pakistan Limited (UPL) • Leading Reward Cycle for UPL through external benchmarking and global reward processes• Responsible for providing best practice expertise in the activation of global reward solutions to attract, motivate and retain employees through competitive, exciting, relevant and cost-effective reward solutions that drive superior performance in the country • Generating insights into reward dynamics of the talent market in the country • Ensuring the consistent activation of reward strategies, systems, processes, policies and tools in the country• Engaging with leaders of businesses, categories and functions in the country as well as their HR business partners to align their expectations to the global approach on reward• Responsible for developing local/regional reward strategies, policies, tools and communications by aligning to the regional/local context, the global reward solutions in areas such as base pay, variable pay, benefits, salary structures, reward packages and benchmarking, job evaluations and work level, equity schemes

• Leading HR related interventions• Developing and executing HR & ER strategies• Driving quality decision making through business partnering, & critical strategic thinking• Supporting manpower planning, recruitment, personal development planning, training need, including robust succession plans & coaching interventions• Leading policy deployment• Analyzing development plans of team members & prioritizing development needs for the current year• Managing unionized employees• Managing relationship with contractual staff and service providers• Implementing effective cost management measures• Building relationship with union & facilitating business/process improvements through union discussions• Addressing employee grievances & ensuring that the engagement levels of employees are high with full motivation• Leading in a seamless manner the outsourcing at site and ensuring zero non-compliance with law or Unilever Global Labor Standards• Handling all ER & legal issues of the plant as per strategic requirement• Creating a smooth interface between management & CBA in order to implement business thrusts on time• Addressing concerns of all relevant stakeholders (Unions & management of the factories, legal representatives & government institutions)• Managing CSR agenda at site• Handling litigation cases related to IR Acts/Factory Act at site• Ensuring the team produces desired results on capability development, discipline & manpower planning & service providers• Driving capability development roadmap as an education & training lead• Ensuring regular skill gap analysis & identifying training & development needs• Implementing performance feedback system to strengthen the performance culture at site• Driving Engagement initiatives aimed at enhancing productivity at the factory• Ensuring discipline (including safety discipline) at the site by keeping the track of each individual disciplinary performance & initiating any corrective measures wherever required

• Leading a team of specialists handling:- Recruitment- Payroll- Rewards & Policies- Learning- Workforce Administration- HRIS• Spearheading a team of in-house and outsourced recruitment partners to ensure that the recruitment service is accurately delivered as per strategic requirements. Reduced recruitment budget by 100%. Increased proactive sourcing from 10% to 40%. Awarded shield for ‘You Make The Difference’• Developing and actualizing talent pool through Taleo combined with an innovative succession planning process to ensure organization is adequately resourced with quality talent• Driving diversity agenda in hiring. Increased gender diversity by 25%• Working in liaison with finance business partner of HR team to ensure optimum utilization of HR costs and budget. Brought about PKR 5.7 million saving in management of contractual employees• Analyzing causes of employee attrition and devising strategies to curb it.• Facilitating Employer Branding and ensuring Unilever’s position as ‘Employer of Choice’. Assisting in execution of Management Trainee and T&D programs• Partnering with business unit leaders to agree the purpose, scope and targets of HR service delivery• Increasing internal and external hiring satisfaction with recruitment process. Reduced time to offer acceptance by candidates from 60 to 20 days• Review overall operational statistics and metrics to ensure service quality and delivery. Increased efficiency of service delivery by optimizing team structure• Aggrandized user satisfaction with HR to 97% by launching several initiatives and empowering employees with self-service tools• Leading 4 learning initiatives and activities across company• Monitoring and implementing SOPs, compensation and benefits plan. Ensured 100% accuracy and smooth processing via Payroll system• Engaging with external suppliers & ensuring that they are able to deliver and support technologies that will drive the new innovations• Reduced 3P service cost by 73%

Major responsibilities include:Compensation and benefit• Reviewing payroll for final processing.• Monitoring and implementing compensation and benefits plan.• Ensuring smooth processing of employee benefits.Employee relations• Formulating processes and guidelines for employee counseling and discipline.• Handling critical disciplinary and grievance matters.• Conducting dialogues company-wide.• Delivering presentations for employee welfare.• Streamlining policies and manuals across all sites.• Establishing and implementing SOPs company-wide.Government relations• Overseeing government relations.• Assisting in legal affairs.• Staying abreast with labor laws and taxation laws.HR systems and reporting• Facilitating in automation of payroll processing.• Developing automated Human Resource Information System.• Establishing Recruitment Management System.• Maintaining dashboards and management reports.• Preparing and automation of financial analysis for management review.Other responsibilities include:Recruitment and selection• Monitoring recruitment activities company-wide.• Building effective recruitment strategies.• Analyzing causes of employee attrition and devise strategies to curb it.• Recruit, interview and select candidates to fill management positions.• Develop employment offers and handle local & international relocations for key personnel.Organization development• Facilitating in formation and execution of organizational development activities.• Facilitating the design of adequate T&D programs.• Developing and execution of Performance Appraisal and TNA program.• Facilitating in all employee welfare and recreational activities.• Conducting trainings on competency based programs.• Co-ordinate and implement a succession planning process to ensure availability of talent.

• Overseeing processing of payroll.• Monitoring compensation plans.• Formulating processes and policies company-wide.• Maintaining headcount report, payroll reports and other management reports.• Assisting in automation of internal processes.• Dealing with employee grievances.• Dealing with government bodies like SESSI.• Assisting in employee engagement activities.• Conducting surveys and interviews when required.• Assisting in employee engagement activities.• Conducting interviews.

Worked as an HR generalist. Prime responsibilities included• Preparation of payroll and letters related to employee life cycle.• Conducting interviews.• Grievance handling.• Dealing with government bodies.• Automation of HR systems.• Preparing management reports.