Samee Hamid Email & Phone Number

Talent Placement: Responsible for overall recruitment.Responsible Head Hunter (Global Team)Design Psychometric Analysis and integrated in recruitmentDesign Training Need Analysis and TrainingDesign Team Building ExerciseBusiness Development:Actively pursue any kind of opportunity (Tender, Contracts, etc.)Build and Maintain LiaisonCoordinate Overall Projects (UNDP, UNICEF, OXFAM, DoICT, Swisscontact & more)Ensure Quality as per clients' guidelineEnsure RFP/ToR development and submissionQuality AssuranceDevelop Brand Responsible for Communication

Dhaka, Bangladesh

Recruitment responsible of UTAH Design Studio HR Strategy responsible for UTAH Design Studio Develop HR Rule Book for UTAH Design Studio Design training on Artificial Intelligence Prompts and policies to integrate AI with the workforceResponsible for developing HR Dashboard Responsible for Company brand development in the job market. Report directly to Executive Directors & Managing Director. Manpower Planning & Talent acquisition. Liaise with functional leads to identify short-term and long-term hiring needs. Emphasize on employee referrals, Job Portals, other economical recruitment tools for the speedy hiring with quality in both national & international market. Do regular meetings, follow-up reviews, weekly report sharing to confirm the progress of staffing related to requirement. Design, develop and implement recruitment Standard operating procedure and re-engineer continuously on a yearly basis or as per business needs. Design & prepare Job Description for new employees as well as make sure Job Description created for existing employees. Culture Building & Employee Engagement. Designs succession plans for key talents and key job positions. Prepare Dashboard for recruitment and employee engagement activities. Prepare attrition analysis and report and monitor action plan for better retention. Any other job as and when required by the Management.

Develop Strategies, delegate responsibilities, Co-ordinate and aid in execution when necessary to ensure Change Management. Implementation of psychometric aspect of HR. Developed IQ and EQ test to ensure recruitment of the right candidate who can align himself/herself with the company goals and culture. Aid in reward comparison project. Upgrading compensation program by integrating Assessment Centre Method & Behaviorally anchored rating scales (BARS). Advising in pay scale restructuring by utilizing market percentile, conducting compa-ratio, and using compa-ratio data to determine job profile. Conduct Training Needs Analysis for each department. Design and conduct Training Programs. Designing and implementing team building exercises Developing Secondary Skills Database to discover new talents within the company to reduce outsourcing cost. Develop and apply psychological aspects in synergy with HR to ensure productivity and efficiency. For example- Applied psychology of colors to reduce stress of work, to reduce cost of food consumption and to reduce time spent in smoking zone. Advice/guide the development of in-house HRIS and ERP. Attend every interview to advice & aid in the selection process till the position of senior manager. Member of investigating committee. Develop strategies to attract new talents from Renowned Universities. Formulate SOPs and advice regarding change in SOPs. Maintain documentation for ISO 9001:2015 audit. Conduct internal audit of ISO 9001:2015 before the proper audit. Follow up and report directly to the Managing Director regarding Change Management and any other strategies. Develop Strategies for any other sister concerns of Sheltech & Envoy Group as per request of the Managing Director as he sees fit.

Prepare IQ test and interview questions for each position of the respective departments in coordination with respective department heads and directors.Collect manpower requisition forms as required by the concern departments.Search/Head hunt/Collect potential candidates from different sources to fill the vacant/new positions and arrange interviews.Attend each and every interview sessions.Prepare CV summary of applicants to be placed to the management.Provide joining letter and prepare new employee profile.Formulate job description and related SOP, issue appointment letter and perform any other joining formalities as requiredUpdate organogram, job description, and SOPAssist AGM-HR in the recruitment and selection process.Arrange orientation training program.Prepare annual training calendar of corporate office.Conduct department wise training needs assessment (TNA) of corporate office and identify skills gap.Design and develop training modules, methods and coordinate training programs.Arrange training program in every month for new employees after 2.5 months of their service.Manage and maintain in-house training facilities and equipment.Gather feedback from trainers and trainees after each program Evaluate the effectiveness of training program.Any other task assigned by the management.

Updating and redesigning the HRPP of the company. Developing new SOP as required after HR AuditImplementing Scanlon planAid in development of Service Book

Motivating a Labor Force of approximately 700 employees to increase productivity and decrease operational cost by implementation of Scanlon Planning, other responsibilities included designing training process and recruitment and selection process for employees and labor force alike and designing and implementing Succession Plan for Senior Executives. Furthermore enforcing a corporate culture in the office and a work culture in the production floor, and establish a synergie in both cultures that facilitates in better understanding of goals and objectives which helps in negotiation process and efficient productivity as well.

Master Of Business Administration - Mba, International Business

Bachelor Of Business Administration - Bba, Human Resources Management/Personnel Administration, General & International Business, 2.76

Activities and Societies: AIESEC