Paymob - is an infrastructure technology enabler providing a suite of financial technology solutions payment solutions to empower digital financial service providers across Pakistan, Africa and the Middle east.- Building the HR capability from scratch: Talent Acquisition to support ambitious business growth, hiring of CEO and C-Suite, developing framework for payroll & benefits, HR Core processes/policies, and L&D programs.- Working Collaboratively with executive management, line managers and other key stakeholders to build the Paymob culture.- Being a trusted partner and coach to Paymob leaders on the most strategic and ambitious people questions, including Organizational design, scaling, retention, leadership development, performance and engagement. - Managing compensation and benefits administration, including commuter benefits, medical insurance.- Leading, developing and expanding the HR team to support the business.- Implementing several HR platforms to support the business optimize the costs and digitalize HR.- Partnering with a leading consulting to design a global framework, including organization design and roles and responsibilities that would support future growth in existing and future market.

As Lead HR Business Partner - Technology & Finance Divisions, I am responsible to handle approx. 750+ employees, part of Technology & Finance Executive Team, partnering to Deputy CEO/CTO, CFO and 12 Senior Directors. A team of 03 HR Generalist was under my direct supervision. My primarily responsibilities are:• Providing guidance and input on restructures, strategic workforce planning and succession planning. Identifies future business capabilities, skill sets and devise customize training solutions for business units and executive.• Talent differentiation through performance & rewards frameworks/assessment tools provide guidelines on set up procedures of organization’s performance management system to line (coaching, counseling, career development, disciplinary actions).

|Data Enthusiast |C-Level Recruiter| Statistical Modeling & Predictive Analytics| Gamification Assessment & Chatbots| Dashboards|• As a Strategic Workforce Planning Head: Leading the talent analytics function, Influencing Telenor people strategy with data-driven decision making to harness, develop and retain talent. Predicting future workforce trends and behaviors for performance & engagement, resource and capability forecasting & development, diversity and Inclusion though statistical and predictive modeling & reporting by capitalizing on Python, Tableau, Excel and PowerBI platforms. • As a Talent Acquisition Head, leading country-wide Recruitment, Selection and Onboarding function for all job levels (inclusive of C-Level), approximately filling out 850+ technical, critical/hard to fill roles in a year. Designed Gamified assessment interventions, introduced chatbot concept, implemented campus recruiting strategy and programs related to women Empowerment Diversity & Inclusiveness. Strategizing the way to a digital HR – by capitalizing on social media and Worday(HRIS) data and its integration with apps to improve overall employee digital experience.

Partner with business units to develop overall business strategy and objectives. • Translate the business strategy and objectives into goals, plans and tactics that are aligned with business imperatives, while assuring compatibility with company’s values, ethics and policies.• Provide analysis and recommendations in areas such as talent management, organizational assessment, performance and career management, succession planning, organizational structure, workforce planning and change management.• Counsel and coach employees and managers regarding HR issues, practice and policy including employee relations, performance management, facilitation of formal/informal complaints to resolution, disciplinary actions and terminations. • Manage annual Performance Management Development processes, including employee training and coaching, calibration and performance appraisal, personnel development planning, and succession planning. • Lead and support client organization through change transformation and ensure continued employee engagement and productivity. • Deliver full recruitment services, including needs analysis, job postings, sourcing, interviewing, employee offers, and on boarding.• Assist in compiling various HR metrics and analyzing, reporting and identifying trends within the organization and industry. • Develop and implement HR policies and procedures.

Partnered with management and executives to create change management programs aimed at developing the workforce & aligning competencies with strategic planning and staffing models.• Designed and implemented the HR strategy & operating model for transferring of existing operations to newly formed subsidiary. Formulated talent strategy to retain and attract best talent and embed them into culture. • Designed, Led and implemented the change strategy and local customize change plans with an objective to achieve accelerated business ambitions by avoiding minimum disruption to business and reduced people impact for all four Asian Telenor BUs (Malaysia, Thailand, Bangladesh and Pakistan)• Coached Leadership team to develop and communicate the new strategy, goals and ambitions for continuous improvement and organizational effectiveness

• Served as a collaborative partner, work closely with business leaders to assess talent needs, plan and implement a capacity plan, build talent pipelines, and develop recruitment strategies to attract top level talent • Define the right sourcing channels and sourcing mix to drive cost efficiencies in the recruitment process. Implement the Social Media Recruitment Strategy, Internal Job Posting and Employee Referral Process.• Built “Telenor Brand Equity” as the employer of choice through effective campaigns at educational institutes and social media, and to deliver best in class candidate experience.

• Lead, manage and support HR business process improvement, standardization, e-HR automation and e-system roll-out projects (HRIS and Payroll) at national and international level including implementation of ISO 9001:2008 standards in HR with global recognition.• Leading and engaging in HR working groups involved in the development and promotion of HR policy and procedures, operational efficiency, cost saving studies and service improvement initiatives.• Responsible for whole HR Budget and forecasts. Lead and manage ongoing operational excellence initiatives with increased productivity and performance through continuous improvement and its alignment with people strategy to deliver world class HR services.