Rizwan Khan Email & Phone Number

Texas, United States

New York, NY, US

• Formerly part of REEF TechnologyRizwan joined REEF to build the HR Technology & Analytics capability. Reporting to the CTO, key responsibilities and accomplishments include:
• Developed and executed on HR Technology Roadmap focused on “Build” and “Operate” initiatives
• Scaled a team of 4 FTEs to 15 global FTEs across three teams focused on HRIS Operations, Data & BI Engineering, and Continuous Process Improvement
• Lead the successful deployment and post-go live operations of UKG (REEF’s People Core, Payroll, and Time and Attendance System) to 14,000 employees in 8 months. Later expanded to international employees.
• Created a governance framework for project prioritization known as the Monthly People Technology Business Review, collaborating with executive leadership including Operations EVPs, CFO, CTO, CPO to ensure alignment.
• Deployed a ticketing and monitoring system for HRIS level 1-4 requests. Reduced average time to complete from 12 days to under 3 days

New York, NY, US

New York, NY, US

New York, NY, US

Arlington, Virginia, US

Developed the global People Analytics (PA) function from ideation, providing consulting services and innovative analytics solutions to our stakeholders:STRATEGY: We work with our stakeholders to identify the correct business problem to solve. The strategy framework guides our interactions across HR stakeholders to identify strategically aligned PA use.

Washington, District Of Columbia, US

Rizwan joined Danaher to establish the analytics function within Talent Management (TM). To this end, Rizwan is developing a roadmap for a measurement framework for continuous process improvement that aligns Talent Management strategic goals to the goals of the broader organization. This work includes 3 main core components: MEASUREMENT FRAMEWORK: A suite.

Worldwide, OO

• Workforce Planning Firm Initiative:Developed a Workforce Planning Dashboard prototype in Tableau as part of an internal business development initiative to be used by Human Capital leadership to identify the right.
• Developed strategic road-map for the implementation of an analytics capability within the organization
• As a result, conducted strategic working sessions with various stakeholders across all levels of the organization to align organizational missions, objectives, strategies, functions and outputs, resulting in leadership.
• Led a team of direct and indirect resources, that developed measurement frameworks that assess the effectiveness business unit outcomes, enabling leadership visibility into their organization
• Developed process workflows to collect, clean and analyze data using PostgreSQL, Python, and Excel
• Part of a team that developed an open-source, business intelligence web platform using PostgreSQL, Python, Django, HTML/CSS, and JavaScript

Worldwide, OO

• Organizational Strategy-Conducted organizational assessment of an IT division to identify areas of strength and opportunities for improvement. Areas assessed included organizational strategy, culture, talent, and.
• Developed surveys and focus groups that evaluate program effectiveness for three different programs, including L3 behavior measurement and conducted their analyses, which identified program strength areas and critical.
• Supported the management of databases using SQL and SAS. This included cleaning the data to be prepared for analysis
• Collaborated with client leadership during outreach sessions to assess the current state of KPIs for organizational performance measurement and identify future state KPIs
• Helped develop and calculate new metrics that measure training efficiency
• Conducted numerous presentations with client leadership demonstrating a business intelligence tool developed in-house which resulted in socialization and buy-in of the tool

Mclean, VA, US

-Developed the performance evaluation strategy of 12,000+ customer call center representatives (CSRs) going through training which has resulted in a system that continuously identifies areas for improvement in the training that has been implemented. -Developed entire infrastructure for analysis of training data (i.e., quantitative and qualitative) and its.

-Analyzed data to measure adverse impact of tests utilized for promotional purposes using SPSS and excel-Content validation of assessment center exercises-Provided support for consultants as needed including creation of tests or questionnaires, assessment center components (e.g., score cards) and research

Chattanooga, Tennessee, US

-Created assessment center for community college and surrounding businesses-Gained buy-in, interviewed subject matter experts -Identified competencies, and appropriate assessment techniques.

Chattanooga, Tennessee, US

-Taught undergraduate level statistics and its application in SPSS statistical software to approximately 16 students-Used leadership and communication skills to help students comprehend work-Organized and graded weekly homework assignments, accordingly

Offered free-consulting services. In the past, these projects have included:-Conducted organizational assessment for non-profit using qualitative and quantitative techniques to collect data-Prescribed strategies for leadership change management. organizational restructuring, and improving effectiveness of meetings to the Board of Directors-Developed and.

-Created weekly report on knowledge transfer to VP of HR-Created monthly reports on termination statistics and employee affect-Responsible for employee life events program -Analyzed data to recognize emerging trends in the workforce

M.S, Industrial/Organizational Psychology

Bachelor'S Degree, Psychology