CHRO @ KMBL.

Oversee HR Operations and Talent Acqusition to effectively support the needs of the Bank. Major responsibilities include compensation & benefits, Talent Acquisition, HRMS, HR administration, performance management and policies & procedures. Also included are the following:• Plan and execute HR's Board Agenda. . Development, implementation and administration of compensation & benefits program across the network.• Manage HRMS and ensure effective utilization of system. • Oversee bank-wide annual performance evaluations.• Supervise HR administration activities which include but not limited to transfers, leaves, insurance, service records management etc.• Supervise and manage outsourced services.• Align organization structures with the Bank’s overarching mission and goals. • Collaborate with departmental heads for the purpose of implementing and/or maintaining policies and procedures. • Manage grievances and the effective resolution• Develop and execute manpower plan.

As a strategic partner, the HRBP aligns business objectives with employees and management in designated business units. Act as a change agent, an employee champion; implement talent management processes, policies and programs.• Partnering with Retail to establish and implement HR strategies that foster the organization and people development for them.• Acting as member of the management team, building & maintaining a strong business relationship with the internal customers• Providing HR Policy guidance and interpretation within the relevant department.• Analyze HR trends and metrics in partnership with HR & Retail teams to develop solutions, programs and policies. • Manage and resolve complex employee relations issues pertaining to retail. Advice and resolve complaints and grievances arising from the interpretation of application of terms and conditions of employment. • Develop and implement new Talent Management & Recruitment tools and procedures. Liaise closely with heads of departments to ensure appropriate talent and skill-pool management.• Lead the monitoring of effectiveness towards new and existing Talent Management & Recruitment programs.• Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. • Provide guidance and input on business unit restructures, workforce planning, succession planning after consulting HR & Retail teams. • Identify training needs for Retail and individual executive coaching needs. • Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.• Actively identifies gaps in implementation of HR policy and procedures, proposes and implement changes necessary to keep HR aligned with business goals,• Develops HR team members to become HR Business Partners.

Looking after relationship building and employee development initiatives, employee well-being, organization wide communiqué, motivational projects and other culture building initiatives. Also included were the following:• Advise line management on policies and people management.• Devising and initiating new projects for employee retention, motivation and inter departmental coordination.• Managing outdoor & indoor team building, leadership & motivational programs/exercises for different departments.• Conceive and suggest initiatives for people growth and empowerment, to promote and drive positive organizational effectiveness and related culture of excellence.• HR Branding - Increase HR visibility across business.• Devised and initiated new Projects for Employee Retention, Motivation and inter departmental coordination.• Worked on competency mapping exercise delivering formal presentations on competencies mapping across the company.• Ensured smooth functioning of HR Advisory group.• Performance Management mapping, defining KPI’s, developing a framework and monitoring performance and employees.• Recruiting new inductees for various businesses and ensuring effective on-boarding• Working in close coordination with Training & OD teams for leadership development initiatives across organization.• Conducting interviews and sourcing.• Conducting in-house trainings & new employees’ orientation programs

Employee Excellence was established to understand chemistry of an enabling work environment, culture and think tank for HR and business efficiency. Areas that were principally under focus were employee well-being, community welfare, diversity management, information dissemination, work-life balance, employee motivation and reduced health care cost.• Worked on different HR projects initiated by Orascom Telecom holding.• Worked on competency mapping exercise delivering formal presentations on competency mapping across company.• Managed and executed company-wide Employee Wellbeing which improved work life balance.• Devised and initiated new Projects for Employee Retention, Motivation and inter departmental coordination.• Managing outdoor & indoor Team Building, Leadership & Motivational Programs/Exercises for different departments.• Managing the Company Wide Relationship Enhancement Drive to foster trust and harmony among employees & identifying weak areas for improvement.• Provided Support to other HR line functions regarding projects.• Ensured smooth functioning of HR Advisory group.

Looking after the quality and the KPI's of a team of 12 CSR's. Ensuring high quality customer service and high performance. Also included were the following:• Working as a Team Lead in the Contact Center in Islamabad. • Responsible for Quality control – both with regards to internal and external quality measures.• Setting and meeting daily/weekly/monthly and quarterly targets for my teams.• Identifying potential leaders for succession planning and catering to their coaching and mentoring needs.

• Started off as a customer sales representative (CSR) in the Collections department dealing with various accounts of American Financial institutions.• Promoted as Team Leader/Acting Project Manager after 4 months; led a team of 15-20 collectors/CSR.• Promoted as an Operations Project Manager in April 2006 and managed two departments-Collections and Mortgage.• Managed a team of 25-30 agents with two team leads.Responsibilities: • Training agents on the product and system knowledge.• Setting and meeting daily/weekly/monthly and quarterly targets.• Interviewing/recruiting, hiring and training new employees.• Portfolio Management and presentation to the clients.• Client management.• Forecasting sales figures, allocation of resources and meeting client goals.• Quality control.• COPC (Customer Operations Processing Center) training.