• Partnering with Business leaders to actively provide solutions that help achievement of business goals. • Contributing to enhancing employee experience which includes end to end Talent acquisition and retention strategy.• Utilizing cultural and ethnic diversity through employee engagement programs to foster an inclusive organizational culture. • Effectively addressing HR-related legal matters and risks to ensure compliance with labor laws and regulations.

HRBP of two Business Units - Established & Cardiovascular Products | Industrial Affairs and lead L&D Pakistan Affiliate (800+ employees)- Designed a comprehensive road map aimed towards addressing capability and employee development needs of a multinational affiliate transforming into a local entity- Designed end-to-end capability building programs for sales and marketing team for developing their professional selling skills to ensure customer focused delivery and accelerate conversion rate. - Facilitated global training programs, both in-person and online, for People Managers, Hi-Pos & First Time - People Managers of APAC and EMEA Region including but not limited to Storytelling, Management -Essentials, Inclusive Leadership, Managing Low-Performance- Developed and rolled out e-learning programs using virtual training tools focused towards building soft skills - Gamified training modules to elevate the context and purpose of learning interventions, fostering experiential learning in an engaging and relatable manner.- Analyzed Learner Engagement metrics and adjust programs based on feedback- Enhanced adoption of Sanofi’s virtual learning platform (iLearn) through recognition programs- Led talent management and succession planning for BUs ensuring it remains a live process to monitor and oversee the implementation of development plans and career progression- Contributed to formulate Hire-2-Retire processes for enhanced employee experience- Contributed to a divestment project that involved localization of Sanofi’s business in Pakistan. Constant communication and managing key stakeholders (trade union, management employees, contract workers & government officials) around sensitive topics to drive business continuity was a critical milestone.- Contributed to shaping the HR Road Map, selection of an ERP system, and to process design, organizational structure, and grade definition following the conclusion of divestment project.

Develop a deep understanding of the business unit's objectives, challenges, and priorities.Act as a strategic advisor to business leaders, providing insights and guidance on HR-related matters.Collaborate with business leaders to identify talent needs, succession plans, and workforce planning.Implement talent acquisition and retention strategies to attract, develop, and retain top talent.Support the design and implementation of performance management processes, including goal setting, feedback, and performance reviews.Provide guidance to managers on addressing performance issues and fostering a culture of continuous improvement.Design and implement initiatives to enhance employee engagement, job satisfaction, and well-being.Analyze employee feedback and engagement survey results to identify areas for improvement.Identify opportunities to enhance organizational effectiveness and efficiency.Collaborate with business leaders on change management initiatives, including restructuring and cultural transformation.Provide guidance and support in addressing employee relations issues, conflict resolution, and workplace investigations.Utilize HR data and analytics to provide insights to business leaders and inform decision-making.Monitor HR metrics to identify trends and areas for improvement.Collaborate with HR teams to implement strategies that promote a diverse and inclusive workforce.Ensure adherence to HR policies, procedures, and relevant regulatory requirements.Keep up-to-date with labor laws and regulations to provide accurate guidance and ensure compliance.

Develop and execute a comprehensive HR strategy for the Middle East region, ensuring alignment with global HR goals and local business needs.Provide guidance and strategic direction to HR teams across different countries.Stay updated on the labor laws, regulations, and cultural dynamics of each country in the region.Ensure that HR practices and policies are compliant with local laws while reflecting the organization's values.Manage complex employee relations issues and ensure fair and consistent treatment of employees.Provide guidance to local HR teams in resolving conflicts and addressing employee concerns.Drive the performance management process, including setting performance goals, conducting appraisals, and providing feedback.Foster collaboration and knowledge sharing among HR teams in different countries to ensure consistency and best practices.

This is a Country HR role with reporting into Business Unit Head - Pakistan and functional reporting into the CEEMEA region. Besides being responsible for Human Capital Management, I also wore the hat of an OD Partner.Organizational realignment in accordance the SKG Group’s structureProjects:Implementation of Rewards mechanismImplementation of Performance Management SystemDevelopment of HR policy framework & manual

I joined IFFCO Pakistan as Associate Manager HR and was able to secure two back-to-back promotions. I also had an opportunity to lead the HR department as the acting HR Head for a duration of eleven months, assuming direct reporting responsibilities to the CEO.Executed the implementation of a Variable Pay system to enhance compensation structures.Initiated an Employee Suggestion Program, resulting in increased employee engagement.Successfully launched and managed the implementation of a Management Trainee program.Played an instrumental role in the strategic restructuring of the Sales & Marketing function.Fostered a constructive rapport with the Trade Union, contributing to a harmonious industrial environment.