Nariman Qureshi Email & Phone Number

Abu Dhabi Emirate, United Arab Emirates

Abu Dhabi, United Arab Emirates

Global lead for Talent Management. Entrusted to build the function within the organisation with a focus on performance management, leadership development, people manager efficacy and talent planning. Also leading the HRBP function for the company while providing strategic direction to all HRBPs. Additionally focused on company culture, employee engagement and internal communications.

Lahore, Pakistan

Led on customising and implementing talent management frameworks for the Asia region. Worked closely with the Asia Leadership team to design and implent learning and development plans, policies and frameworks. Led on creating an integrated and comprehensive performance management function across Asia.Successfully launched talent management in the region along with a new performance enablement system. Continuously working with leadership to create a culture of learning. Designed and delivered programs on Anti Racism and Unconscious Bias, Diversity training

Lahore, Pakistan

• National HR Lead• Develop organization strategies by identifying and researching human resources issues; contributing information, analysis, establishing human resources objectives in line with organizational objectives.• Implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, training and development, records management, employee relations and retention,• Ensure that all HR strategies, policies and operations are aligned with BC corporate policy, local legal requirement, market practice and that they support the operational delivery of all Strategic Business Units (SBUs) and support teams• Manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change.• Develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.• Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.• Support management by providing human resources advice, counsel, and decisions; analyzing information and applications.• Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

Lahore, Pakistan

• Responsible for a team of over 130 people across 7 locations in Pakistan• Worked in partnership with senior management team of Commercial function in order to identify ‘workforce’ requirements, resulting in successful restructuring of sales function.• Ensured that the right talent is acquired, managed and developed in the organization using HR systems and processes in collaboration with the line managers, as well as conduct HR Interviews for all positions.• Conduct and monitor Employee Engagement Survey and its action plan in Sales division and measure the success of key initiatives.• Work in close coordination with COEs in planning and executions of various HR plans and roll out of new initiatives/surveys, such as Training Calendars, Performance Management Process, TNA, People Planning, etc.• Develop Employee engagement activities to address pain points identified with the help of Line Management and maintain a healthy morale for the employees of the Sales division.• Identify learning gaps and developmental needs and act as a channel to communicate learning needs and measuring the effectiveness of the learning programmes provided to the employees.• Manage and resolve complex employee relations issues and grievances in a professional and effective manner.• Conduct effective, thorough and objective investigations pertaining to grievances raised by employees as and when required.

Lahore

Lead the implementation and execution of talent acquisition strategy, policy and procedures throughout the organization to ensure that all vacant and new positions are filled with talented individuals, enabling meeting all business needs in time alongside effective on-boarding and induction to build and maintain employer branding . The following areas fall under my domain:Workforce planningTalent SourcingAssessment, Selection and Employment processing Onboarding and Induction Orientation Employer BrandingHR Reports

Islamabad

Assume overall responsibility of sourcing & learning for the organization. Ensuring the healthy talent pipeline is one of the prime responsibilities. These two dimensions are of utmost importance in building & sustaining high performance pipeline for the organisation. Extensive interactaction with internal & external stakeholders to ensure that the sourcing activities are carried out as planned and learning inputs are provided to right potential OTIF. Execute recruitment and selection plan and related processes to fulfil the functional requirements• Designing the local training portfolio and managing the execution • Ensure that the Internship programme is properly managed, tracked and measured for successful implementation • Managing the sourcing & learning budgets and resources effectively• Providing support to regional talent & learning initiatives• Liaison with BP’s for developing the learning calendar, having nominations & incorporating feedback as well as a sourcing plan• Liaise with the web portal service provider for PTC’s online application system• To liaise with BP’s for re-enforcing coaching and mentoring process for listers• Liaise with head hunters / placements offices / training partners to maintain an effective business partnering in line with business requirements • Work closely with HR Business partners in developing appropriate recruitment and selection solutions required by the business / functions• Maintain effective relationships with key stakeholders in universities through regular engagement activities with an endeavour to build the Employer Brand.• To serve as a link between HR and rest of the functions for all the sourcing & learning related matters

Islamabad

• Act as HRBP for the BSO population of Marketing and support all end to end HR processes including recruitment, performance management and talent reviews• Lead on providing HR support on Project One- Stop for Marketing• Data management for all Marketing & Corporate staff- headcount, attrition, resourcing and reporting/ MIS• Maintain Management Trainee Dashboard, have one to one contact with MT’s to collate feedback and manage any potential gaps Liaising with the functions to develop MT plans.  Induction of coaches and mentors On-boarding of MTs and sessions on HR processes• Manage the process for exception approvals (upto G36) and ensure all announcements are made in time.• Assist HRBP’s in analysis of functional YV results and prepare the key messages for engagement alongwith follow-up on action plans.

Developing Job Profiles with line for advertisement of positions both internally and externallyDesigned and conducted Student Development Workshops nationwideSourcing of candidates for all positions nationwideConducting interviews and pre-employment testing for various positions based in the North regionCustodian of the Employer Brand and responsible for launching and managing various branding initiatives both internal and externalWorked closely with the CEO of a new Micro Finance Bank (Waseela) being launched by Orascom for HR related activities, particularly sourcing for senior level positionsLaunched Mobilink Careers on Social Media platforms (Facebook, Twitter, LinkedIn, Youtube, Career Blog)

Relationship Manager for various departments (Sales, Infinity, Finance, IT)Responsible for improving communication between the HR function and employeesCoaching, Counseling and grievance handling for employeesOrganizing various employee engagement eventsProviding support to HR functions in the Head OfficeDesigned and executed the “Toolkit for Tomorrow” program for interns at MobilinkResponsible for recruitment starting from CV screening to final interviews

Looking after the in-house training programs, various organizational communiqué, and other culture building initiatives.Also included were the following:Working with various trainers (both locally and internationally) to design an in-house training calendar where the majority of the needs of the organization were met.Conducting and designing various training programs (This includes the content, the method of delivery as well as the actual execution of the program)Working on culture change initiatives such as the "Culture of Excellence"Running the Orientation program for the new hiresDesigning and launching a communication campaign to create awareness about the company's corporate values, which included an extremely innovative idea of using a comic book to portray corporate valuesWorked on design and publication of the in-house training calendarConducting the Training Needs Analysis as well as Gap Analysis for the organizationDesign and launch of No Samjhota. 100% Zindagi sessions (Only program of its kind run in corporate Pakistan. Designed to motivate employees where the focus lies on life outside office)Design and launch of a People Manager Toolkit program (A one of its kind program designed for People Managers in Mobilink, conducted by six different trainers with stringent grading. This was conducted nationwide)Developing the Leadership Development Program for the senior management teamCompiling the Monthly Report for the HR team for review of the management committee.

Initially began with hosting the Breakfast Show twice a week. Then moved onto a weekend show as well as a networked request show on Sundays. Also recorded and helped script various promos and commercials for numerous products as well as the station itself. After joining the Breakfast Show the number of companies advertising during that time slot increased considerably. The request show also increased in popularity where emails initially numbered between 15-20, the numbers were at the end almost 40 emails a week.

Handling all pre and post interview recruitment related activities, maintaining employee information in HRMS and providing general support to the Head of Staffing and Compensation.Also included were the following:Managing the internship program for the Northern Region. This included initial screening, interviews, recruitment, selection and internal placement.Interns' performance tracking.Management of internship budget.Member of team responsible for running assessment centersNew hire orientation and associated procedures and documentation completion.Assisting regional offices for the processing of all hiring papers.Coordinating interviews for all departments at head office, including travel arrangements etc.Maintaining a company wide head count of over 3000 employees, to ensure no department exceeds the staffing head count. Maintaining CV

B.Sc, Management With Law

Licentiate, Hr Generalist, With High Distinction

Certified Compensation & Benefits Manager (Distinction) Master Trainer Facilitator (High Distinction) Certified Recruitment Analyst (High.

Diploma, Human Resource Development

Courses: Employee Relations•Training and Development•HR Function• Human Relations

Ib, English Literature, Biology, Theater Arts, French, Math, Anthropology