As an experienced Human Resource Practitioner, working directly with the Firm’s senior leadership to develop and direct an HR agenda that closely supports organizational goals including and not limited to Organizational development, Rewards, Talent Management (i.e. Talent Acquisition, Performance Management and Talent Development), Employee Well-being & Wellness, HR Communication, HR Operations/Services & HR Budgets. This includes looking at the end-end hire to retire cycle along with developing and rolling out HR Initiatives in line with the HR strategy.

ResponsibilitiesProvides real time observation, feedback and recommendations regarding executive team dynamics.Lead or manage change within complex organizations, including the ability to develop change management strategies, identify & manage change risks & issues, and to operate/interact with project, program and business leaders.Advise clients on aligning people strategies with business strategies, including providing solutions, mergers and restructurings, functional and sourcing transformations, and risk and technology programs.Designing appropriate analysis for diagnostics and implementation, analyzing and interpreting ambiguous and complex information and relationships.Lead and facilitate client workshops.Assisting in financial administration of engagements such as budgets, billing, and collections.

Major Responsibilities:Develop overall project plan, coach project members on designing of interview outline, survey questionnaire. Lead client interview and summarize the key points to carry out solutions.Experience with methodology and tools to provide necessary training to clients such as on job description, IPE, performance management and competence modelling etc.Represent Mercer in public conferences, workshops and seminars to promote existing offeringsDraft & close client reports as a project manager.Works directly with client to understand client’s expectation and feedback for further improvement and final presentation.Nurtures key client relationships identifies opportunities to broaden or deepen these relationships,Anticipating and responding to future client needsActing as main assessor, lead talent evaluation and assessment centre, draft evaluation report; prepare proposals (including estimates of time-cost required, project timetables, and method of delivery), client presentations and reportsAchievements:‘Market Competitiveness’ of Telcom Companies‘Talent Profiling’ for a large FoB.‘Organization effectiveness’ for a large oil & gas company‘Competency Development’ for a Dutch multinational bank‘Designing the organization of Future’ for a large FoB with multiple BUs‘Total rewards optimization’ for a large MNC‘Mercer – Sirota Employee Engagement survey’ for a large national conglomerate

Providing One-stop shop platform for client's Human Resource Needs.Assignments(Jan 2017 till now):1, Subcontractor, French International Recruitment Services Provider, www.workoverseas.eu2, HR Consultant, Healthcare Company, UAE3, HR Consultant - Acumen International, https://www.expressglobalemployment.com/4, HR Product (Performance Management) Review writer - SuccessDart, http://www.successdart.com/5, Review of CIPD HR Profession Map for a Jordan-based client6, HR Consultant - FMC, Jakarta Indonesia

Major responsibilities:Compensation ManagementPartner with HR Business Partners, Business area (BA) for proactive consideration on issues related to overall compensation.Plan, design and propose guidelines for policies and programs pertaining to employee retention. Ensure dissemination, support and monitoring of guidelines/compliance to all HR BPs (BA). Monitor compliance to laid down policies and provide support to HR BPs (BA). Provide inputs pertaining to changes in compensation strategy. Administer periodic revision of policies in line with the best HR practices pertaining to compensation.Maintain C&B Sheet for the guidance of Recruitment & Selection, R&S & HR-BPs.Talent Management Review the performance appraisal steps and ensure clear communication is sent to all employees. Ensure timely rollout and assure that performance management is administered as per the philosophy and the desired timelines. Ensure adherence to derived bell curve. Conduct detailed analysis on proposed increments and share analytical reports (including costs, trends). Develop a final presentation for CEO. Ensure final changes are incorporated into system and increments are disbursed accordingly. Benefits Management.Take part in benefits surveys on a yearly basis. Provide internal and external compensation statistics and equities. Prepare workable action plans for internal equity and external market competitiveness. Ensure that employee awards are given to the eligible employees. Coordinate with Finance, Administration for the holding of award ceremonies. Ensure Employee awards are in line with company core values.MIS & SAPSupport all HR Functions in Process Automation.Conduct training for the HR BPs & for Business support departments, BSD employees on the new system.Prepare User Manual & Demo videos.AchievementsIntroduced a new Long Service Award, LSA policy.Introduced a new Bell curve for performance Management system.Introduced a new Bonus Policy.

RewardsPrepare a list of comparable jobs with complete profiles and salaries in deciding salaries of new employees.Participate in salary surveys & benefits prevalence reports to review market data & suggest changes.Talent ManagementManage the annual appraisals exercise.Manage the increments cycle as per the Performance & Development (P&D) Dialogue ratings & the finalized increment matrix.Maintain the Performance Management database.Maintain the database of Progress Review Reports (PRR) for new joiners along with keeping a track record of probationer’s confirmation & service agreements.HR Services/OperationsManage & supervise the issuance of transfer, promotion, resignation, long service award & retirement letters.Maintain and plan manpower inventory systems as well as reporting manpower numbers for all category of staff to help in decision making.Maintain and update Personal files, SAP HR Module for Management staff, Contract and Trainee staff, so that complete records are available whenever required.Manage manpower budgets (numbers & costs)Interpret management staff rules after studying relevant precedents and advise HR Head and CE.Manage all applications for Club membership, house building assistance & house rent advance.Manage the scholarship application process.AchievementsResponsible for successful set-up and independent management of Compensation and HR Services department.Crafted the HR Strategy for 5-years period post formation of AkzoNobel PakistanRoll-out of a new performance management system in 2014.Human Resource & Remuneration (HR&R) committee presentations to Board.Managed two internal Audits on HR with a rating of “meet company standards”.Revision of entitlements on Mileage rates, Scholarships, room rates (In-patient), Meal etc.Incentive scheme revision for the entire business revised based on the Mercer survey analysis.Employee Engagement - 2014 scores increased by 0.11 points i.e. from 4.08 in 2013 to 4.19 in 2014.

Maintaining the Human Resource Information System (HRIS). Preparing & sending the monthly and quarterly reports to regional management in order to update SAP system. Moreover, directly update the available modules of the SAP system Involved in recruitment using SRI and BBI techniques. Performing all recruitment activities i.e. preparation of ads, screening of applications, scheduling & Conducting interviews, preparation of offer/package details, issuance of appointment/offer letters & induction and orientation of new hires/OnboardingVerification of compliance with rules Of Making Goal Documents,keep track of the Goal Review Documents and their record maintenance for all employees.Performance of DPR (Development, Performance and Reward) activity in accordance with the Goal Documents for all Company Employees, which is linked with the compensation/ increment system. Actively participating in Compensation & Benefits surveys. Training needs Assessment Activity and organization of the training programs whether In-House or external & subsequent post training evaluation.Independently maintaining and processing the Payroll and the HRIS for all employees.Handling of Income Tax and Professional Tax matters of employees and timely submission of various Income Tax Reports to Tax Authorities.Assisting the HR Head in the formulation and implementation of the company policies and procedures.Assist the HR Head in all legal matters pertaining to HR and WSO i.e. employee related cases.AchievementsRolled out a new talent acquisition software i.e. Taleo acquisition software, TAS. Rolled out a comprehensive on boarding program for new joiners i.e. PANSEA Regional Onboarding Program.Gave a full day Training on Development, Performance & Rewards to the Middle Management.Employee Engagement scores increased by 15% i.e. from 70% in 2008 to 85.2% in 2010.

Teaching “Negotiation Skills” course to BBA Final year class (HR Majors).Updating UCP-online Course Portal pertaining to my subject which is one of the major knowledge-base for the students.Preparing & Checking Quizzes, Assignments, Exams...etc for the students.Using case-study method & group discussion techniques to simulate real business world scenario in the classroom to enhance student’s skills pertaining to Negotiation Skills.Prepared lecturers, presentations, examinations, quizzes, IQ tests for students.Conducted training sessions for students for management and leadership skills.Helped students prepare their projects and assignments.Conducted discussion-based sessions for students to improve their analytical and communication skills.Invited guest speakers from the industry to expose the students to additional relevant knowledge & areas of learning

Major responsibilities As a team member of Executive Recruitment, since June 2007, I have worked on a number of Executive Recruitment assignments. Major Tasks included:Business developmentPreparation of Executive Recruitment Contracts.Preparing the JD’s after having one-one meetings with the clients.Identifying potential candidates.Initial Long-listing and subsequent short listing of candidates.Coordinating and conducting interviews at AbacusConsulting and at the client’s office both.Writing interview impressions.Subsequent meetings with the client’s contact person as and when neededRaising and preparing invoices.Maintaining and updating the client status reports.Client relationship Management.Management of the Executive Recruitment web portal (www.abacuscareers.com) by regularly uploading all the new leads/positions and deleting the completed positions.AchievementsDepartment growth of 120% against budgeted target.Recruited to as junior a resource as an HR executive (for Stiefel Laboratories) to as senior as GM – Infrastructure Development (for Punjab Industrial Estates (PIE)).Generated repeat clients by more than 80% by constantly meeting & exceeding requirements & expectations.Gave full day training to All the HCS (Human Capital Solutions) team members of AbacusConsulting on “The principles of Project Management “on 24 November, 2007.Wrote and presented a detailed Training & Development (T & D) framework to the HR Director for implementation in AbacusConsulting.

Internship in Accounts/Finance Department