Hueman is the first affordable virtual cultural exchange program designed to give children and adults a unique, immersive experience of different countries’ cultures. Through the Hueman platform, children and adults embark on a guided journey that allows them to explore and understand the rich diversity of the world.

A solution oriented and hands-on people operations, technology, and total rewards Executive with over 20 years of experience developing teams, owning HR processes, and supporting mission critical business objectives. A global HR transformational leader with a proven track record of managing significant, complex projects through a combination of functional expertise in HCM, Compensation & HRIS. An influential change leader who thrives on continuous improvement and development of innovative solutions.Areas of Expertise*HR Policies & Procedures *Performance Management *HR Shared Services *Leadership Development*Training and Development *Organizational Design *Talent Acquisition & Management *HR Technologies/Processes *Change Management *Learning Management*Employee Engagement *Total Rewards *Organization Planning & Culture *People Analytics *Project/Portfolio Management *Global HR Leadership*Talent Strategy *HR Shared Services *Agile HR *HR Transformation *People PartnerClients Included:- Senior Vice President of People, Cover Genius 2023 to 2024 - Vice President of People Operations and Total Rewards, Zip Co. 2022 to 2023HR Leader, Data Mgmt Company 2021 to 2022HR Leader, Technology Company 2020 to 2021

Served as a Global Business Transformation Lead, where my main objective was to ensure that the HCM, Comp, payroll, benefits & talent mobility processes in different countries were simplified, streamlined and fully integrated in different HR systems and throughout the e2e process. Although limited to TR, this role naturally got pulled in other critical areas, i.e. payroll, HCM, talent & compliance, etc. I was also expected to be the WD expert in bringing visibility to the new/enhanced functionality offerings for TR (i.e. bring compensation planning into Workday) and explore opportunities for continuous improvement in other areas like HCM. In the first few months of employment, I explored/researched WD equity award improvements, as well as S&B opportunities. I established relationships with different functional GPOs and was well on my way to supporting requests from cross functional team using my functional and WD expertise and familiarity with reporting, etc. to add immediate value to the team. During my tenure, I led multiple projects in different countries for BMS including the Japan implementation as a Project Manager, Workday expert and as a Functional expert who understands e2e processes and the cross linkages among different functions.Operational Highlights:• I immediately exemplified accountability and true ownership. I facilitated all requirement gathering sessions, learned the plans, questioned the approach, pushed back on markets to streamline work, established relationships with GPOs/market experts/hub personnel and outside vendors. Won Bravo Award for my achievements.• Additionally, pulled internal cross-functional teams together to discuss/vet e2e design while listening, supporting different views and most of all, being patient! The change aspect of this project was the most challenging to overcome. The market was used to being resourceful and doing things a certain way.

•Global Functional Lead for a Workday implementation at one of the largest Multinational Automotive Companies. •Workday HR Analytics resource for Saratoga Team in PwC. Single handedly Developing HR dashboards in Workday for PwC Saratoga Clients.

Oversee product planning and project management of the Talent Management lifecycle from concept to release. Perform market and competitive research and develop strategic solutions to ensure product meets customer needs. Perform analysis for proposed products and initiatives, including cost/benefit estimates, market trends, competitive analysis, risk analysis, industry best practices and product development timelines. Ensure go-to-market strategies, plans and activities are aligned with the strategic vision. Determine long-term product vision and direction, and serve as the ‘voice of the customer’ to ensure the right feature set.

Commanded alignment of all HR functions in Karachi following the acquisition of Stiefel by Glaxo including benefits, leaves, and expenses claims for 600-member workforce. Developed HR policies on reimbursements, allowances, leaves, travel, food, and entertainment. Revamped the HR department in Iran. Reorganized the finance department. Recruited and hired new staff to fill 35 vacancies in the sales department and 20 vacancies in the Marketing department. Managed personnel issues to improve morale. Developed and conducted staff surveys. Conducted talent management reviews and succession planning for 900 employees. Wrote job descriptions.Operational Highlights:•Saved $6K+ per month by eliminating redundancies and reducing 20% of the workforce.•Filled 35 sales positions within 1 month following a rash of resignations.•Hand-selected to reorganize the Iran office based on demonstrated management skills in Karachi. Received cash award for a job well done.•Improved work environment by launching programs for outplacement, harassment awareness, and entrepreneurial outreach.•Raised employee morale by conducting Spirit Sessions and through teleconferences.•Trained 100 new hires on “Positioning Yourself in the Workplace”.•Enhanced career development opportunities for field personnel by pioneering assessment and development centers.

Developed a training calendar after conducting learning needs analysis for 900 employees. Coordinated with external trainers on programs. Outlined operational gaps to board members. Conducted presentations. Operational Highlights:•Initiated popular in-house training programs used by employees to improve presentation and communication skills, and to empower employees in the workplace.•Received the Outstanding Performance Award for successfully integrating GSK and Stiefel organizational systems.•Appointed to the HR Transformation Team.

Started the HR department from the ground up. Improved overall operations by initiating performance-based management policies and by developing training programs for 40 employees. Managed pay roll, social security, and unemployment benefits. Oversaw recruiting. Developed and implemented safety procedures. Conducted orientations and exit interviews. Operational Highlights:•Improved sales 15% by implementing rewards-for-work incentives within the sales department. •Reduced return rate 10% by training staff in customer relations and by communicating to staff why customers returned items.•Generated a 5% cost savings by revamping delivery drivers’ schedules to cut hours.