Syed Hashim (Mcipd) Email & Phone Number

Al Khobar, Eastern, Saudi Arabia

Gulf International Bank GIB is owned by the governments of the Gulf Cooperation Council countries, with Saudi Arabia’s Public Investment Fund being the primary shareholder established in 1975. The Group is active across regional and international markets through its subsidiaries GIB Saudi Arabia and GIB (UK) Ltd and its branches in the UAE and USA.• Collaborating with key stakeholders across the organization to align succession planning, career management, sustainability efforts, and process reengineering with business objectives. This involves working closely with department heads, HR professionals, and external consultants to ensure initiatives are strategically integrated and support the organization’s growth and success.• Monitoring and evaluating the effectiveness of talent development and organizational strategies, including succession planning, career management, and sustainability initiatives. Utilizing key performance indicators, gathering feedback, and making data-driven decisions to continuously improve and adapt strategies to meet evolving business needs.• Staying informed about industry trends, emerging technologies, and best practices in talent development, succession planning, sustainability, and process optimization. Leveraging insights to keep the organization competitive and adaptive in a dynamic business environment.• Building and managing a high-performing team dedicated to driving the organization's talent development roadmap, fostering a culture of continuous learning, professional development, and innovation. Ensuring effective communication with both internal and external stakeholders to convey the strategic vision for talent and organizational development and garner support for initiatives.• Leading as key driver in shaping the organization's talent development roadmap, contributing to its overall success and sustainability in a dynamic business environment.

United Arab Emirates

Dubai Islamic Bank established in 1975 – a Bank that not only gave Islamic banking to the world, but continues to keep the flag flying high• Plan, design, develop and implementation of Consumer Protection Regulations, Competency Framework, Learning Needs Analysis, Curriculum Design and Digitization of Induction and Orientation across DIB aligned to the Bank’s ESG agenda• Identifying talent pool “High Potentials and High Performers” using available tools and criteria in coordination with the concerned department head and implemented talent / leadership development initiatives• Drive various employee engagement & developmental initiatives for all the Retail Banking unit• Part of the Performance Management project implementation team to roll out balance scorecard-based appraisals• Conduct assessment and development centers, provide feedback to the participants and develop reports for the concerned business• Identifying critical positions and successors with level of readiness.• Board Level engagement in presenting Organizational Development strategy interventions and budgeting• Develop, implement, monitor and update succession plans for each “Successor” for the identified key critical positions• Established and implemented the complete Career Management across the organization.• Assessing T&N / development gaps through psychometric assessment centers and aligning it to bank’s strategy and departmental development needs• Work up on the senior leadership development programs basis the best practice of 10|20|70 principal• Anticipated in L&D integration to align it with the business strategy

United Arab Emirates

Dubai, United Arab Emirates

A Bank that not only gave Islamic banking to the world, but continues to keep the flag flying high. As champions of morality, equality and transparency in everything we do, our establishment reflects the modernity, diversity and growth of the city whose name we share.Lead the Talent Management profile across DIB; devise and implement development strategies across the company, ensuring consistent monitoring and development of talent poolDevise and implement Talent Management Framework in line with DIB values and cultures. Ensure timely implementation of approved projects across timelineIdentify talent pool of “High Potentials and High Performers”, create Individual development plans and align them as against succession planIdentifying critical positions and successors with level of readinessDevise, implement and monitor succession plans for each “Successor” as against identified key critical positionsConduct assessment and development centers, provide feedback to the participants and develop reports for the concerned businessDevise and implemented Career Management plan across the organizationAnalyze T&N / development gaps through psychometric assessment centers. Align results to bank’s strategy and development needsLead senior leadership development programs based on the principal of 10|20|70Devise and implement L&D integration plan in alignment to company’s business strategy

A Bank that not only gave Islamic banking to the world, but continues to keep the flag flying high. As champions of morality, equality and transparency in everything we do, our establishment reflects the modernity, diversity and growth of the city whose name we share.Assist in identifying talent pool “High Potential and high performers” using available tool and criteria in coordination with concerned department head.To ensure the high potential development plans are completed, updated and maintained along with concern employee and his/her line manager.Facilitate and conduct assessment and development centre’s , provide feedback to the participants and develop reports for the concerned business .Assist in identifying critical positions and successor’s with level of readiness using available tools and criteria in coordination with concerned department head.Develop, Implement, monitor and update succession plans for each “Successor” in coordination with concerned department head.Create career paths for unique roles within the organization.Facilitate and conduct high potential and succession planning talent reviews.Keep updated on latest, high potential, succession planning and career management issues, and provide regular progression reports.Periodical meetings with concerned stakeholders on all talent management processes.Assist in enhancing and managing the existing talent management processes.

Sharjah / Al Khobar

Petrofac is a leading provider of oilfield services (EPC) to the international oil and gas industry, with 31 offices and more than 18,000 staff worldwide, comprising more than 80 nationalities.• Creation of a realistic succession pipeline for key and critical roles, supporting identified individuals with their competency assessments and creation of Personal Development Plans (PDP/IDP) and effective monitoring of PDP progression• Support the development and implementation of Management and Leadership Development programs. Facilitate and conduct workshops, training sessions and Assessment/Development Centers etc. using various psychometric tools like 360 Degree Feedback, 15FQ and Saville• Create a development framework for Post Graduates, using the 9 Box plotting to identify high performers• Education for line Managers and Supervisors on the Talent Management Process • Conducted career development discussions, competency assessments and personal development plans for high performers• Developed technical and behavioural competency profiles and assessments, as well as career paths to support talent discussions covering a scope of 80% of the organization• Application of Succession Planning methodologies, processes and procedures for Emerging Talents• Participation and creation of various governance models, specifically Talent Management and Organizational Structuring• Implementation of company Performance Management process and procedures (migration from Excel to Taleo)

Nishat Chunian Group has an enviable business history of over two decades. From a modest start in 1990 with a spinning mill of only 14,400 spindles, the group today has a vertically integrated textile company which prides itself of being the fourth largest textile company in Pakistan (in terms of turnover).Developing analytics and reporting that will support further expansion of the firm’s engagement policies, PDPs, competency profiles for individuals and employee initiatives.Collaborating with the HR Director to build employee engagement into the firm’s talent development, retention, and promotion strategies.Supporting new candidates and employees in offering guidance, mentoring, and direction.Designed and implemented company-wide performance management program, reward systems and personal development plans for 1200 employees. Validated goal setting process, finalized KRAs and KPIs in coordination with various departments. Collaborated with business unit leaders to build bench strength to close capability gaps and feed into the talent management strategy through which 20% of internal roles were filled through the HiPo Talent Pool.

Abacus Consulting was formed as a result of merger between Coopers & Lybrand and Price Waterhouse globally. Abacus Consulting realigned with the new combined strategy of the two firms, and became the consulting arm of PricewaterhouseCoopers or PwC Consulting with 12 offices and more than 3000 staff worldwide.Identifying current and prospective staffing requirements, review candidate inventories and evaluate candidates, to organize and administer staff consultation and grievance procedures, and to provide services such as employee assistance, counseling and recognition programs.Designed, and delivered, mid and Senior level Leadership Development programs based on comprehensive assessments using a variety of diagnostic tools with linkages to the HiPo Talent Pool.Managed stakeholders through the use of scorecard reports, highlighting the measures, milestones, successes as well as early identification of potential risks.Partnered with HR Leaders to build effective retention strategies to support the talent management initiatives.Analyzed performance ratings department wise and checked for conformance with Point system. Highlighted deviations to top management and developed performance based incentive package for front liners. Conducted organization climate survey and developed improvements for processes in Recruitment, Induction and Performance Management Systems.Ensured open communication and collaboration with HR Business Partners to support successful delivery of talent management.Conducted diagnostics on employee engagement, across a business of 7000 employees, recommended and implemented solutions and initiatives.Managing employee relations through continuous interaction with employees.Conducting rewards & recognition ceremony to boost employees’ morale.Conducting exit interviews to identify reasons for employee separation.

Mobilink is Pakistan’s leading provider of voice and data services, with more than 38 million subscribers. Mobilink has already invested over US $3.9 billion in the country to date, with another USD 1 billion being invested in network modernization. Mobilink provides uninterrupted countrywide connectivity, unmatched customer services and international roaming in over 140 countries.Representing the company in job fairs.Effectively managed attrition levels to below 7 percent per year.Organizing various level of meetings towards employee connect initiatives.Identification of problems and first hand resolution.

Prepare daily reports and statements for all agents in evening shifts for company management.Record all details of calls made in day.Develop reports for all agents.Controlling back up as all sales and also to supervise CSR's of the shift.

Chartered Mcipd, Human Resources Development, Chartered Member

Train The Trainer - Level 3, Level 3 Advanced Diploma In Teaching, Training And Assessing Learning

Training Needs Analysis and identifying learner needs Preparing and Planning Learning – Design and Development of programs Effective.

Train The Trainer - Level 1, Introductory Award In Training Skills

The certification is based on the following theory and practice in training skills and includes: • Ground rules • Icebreakers •.

Level 5 Certificate In Talent, Competency And Succession Management, Talent Management

Certification In International Organizational Management, International Business

This certification provides an overview of the management challenges international organizations & NGOs are faced with, and teaches.

Master Of Business Administration (M.B.A.), Human Resource Management

Bachelor’S Degree, Business

Oxford Artificial Intelligence Programme, Artificial Intelligence, 88.8%

The Oxford Artificial Intelligence programme aims to provide you with a sound understanding of artificial intelligence (AI) in terms.