Key achievements Complete Restructuring of the organization with 20% headcount optimisation Managed an average 25-day recruitment cycle time for 2017/18 Automated and Improved the entire HR Operation’s system for the organization Developed and Implemented Core Values and Competency Framework Setup a high performing Trainee and Internship program to overcome staffing needs at low costMajor Responsibilities include:• End to end portfolio of Organization Developmento End to end Training and Development managemento Performance Managemento Succession Planning and Talent Management o Employee Engagement and capability enhancement• Talent Acquisitiono End to End employee life cycle managemento Maintaining a KPI of 35 days to fill a positiono Conducting new hires orientationso Sourcing and on boarding of all technical and non-technical resources• Compensation and Benefitso Maintain internal equity and targeted quartileso Develop special incentives and compensation for sales and marketing teamso Performance bonuses and incrementso HR Analytics• HR Operationso Payroll Managemento Employee Recordso Attendance and Leave managemento Deployment and Development of HR MIS

 Reduction in Employee Turnover at Contact Centre North by 27% Engaging 48% of the population through different engagement strategies Managed an average 38 day recruitment cycle time for 2014 Managed PMS for over 2500 employee including calibration sessions Setup and maintaining the HR Analytics function Major Responsibilities include: • Engaging the Lead Business Partner and the nationwide HRBP team to promote a philosophy of putting customer needs first and to put in place operational excellence initiatives within HR • Sourcing and delivering the right talent is acquired, managed and developed in the organization using HR systems • Measuring the effectiveness of the learning programs provided to the Commercial departments.• Conduct and monitor Employee Engagement Survey and its action plan in divisions and measure the success of key initiatives• Managed Performance System nationwide with the support of the regional teams• Develop Employee engagement activities to address pain points identified with the help of Line Management• Identify learning gaps and developmental needs and communicate those learning needs • Managing and resolving complex employee relations issues and grievances in a professional and effective manner including code of conduct violation• Conducting effective, thorough and objective investigations when required• Consolidate and review HR KPIs in partnership with other HR teams in order to identify required improvements• Develop and maintain HR KPIs for reporting, Analytics and driving HR strategy• Advising line management on policies and procedures and provide effective solutions to cater to business requirements• Managed reward and recognition processes and tools and ensure utilization for effective results• Anticipate client needs and made recommendations for implementation focusing on performance, and development and structural challenges• Process owner of end to end recruitment process from sourcing to on boarding

Key achievements Project coordinator for “The Ufone Way” cultural and value drive covering more than 2500 employees Reduced TNA lead time by 3 weeks through improvement in process and analysis End to end management of a 8 Peron HIPO program in liaison with Etisalat  Revamped the certification process to reduce lead times and process efficiency Delivered the highest ever training results in 2011-12 setting it as the group benchmarkMajor Responsibilities include:  working on various OD initiatives pertaining to corporate culture development, performance management, employee engagement and talent management  Conducting training need analysis across the organization and developing strategic road maps for departments and individuals in terms of development  Close liaison with management for timely resolution of HR issues Involved in execution and implementation of learning and development strategies across the board  Involved in developing a Learning Management Solution  Competency Matrix Development and implementation Project Coordinator for Values Roll out project, end to end management of the entire process Internal trainer at the organization Conducted projects pertaining Rewards and Recognition for different department Handling of initial budgeting for all upcoming trainings  Handling of all logistic and strategic aspect attached to trainings Conducting a High Potential talent identification drives across the board Developing and designing Succession planning and Individual developmental plans for senior management level Handling corporate communications regarding various employee initiatives Development & Execution of Performance Management Systems and Promotion cycle Involved in projects targeting job rotation and job enrichment for specific employees Rolled out various recognition programs organization wide: o On Spot Recognition programso Quarterly Recognition Awardso Inter Team Recognition Awards

Projects relating to Succession planning, work measurement and improving employees' interaction.Developing a performance management scorecard applicable to plant employees.Promotion of internal events and successful conduction.Comprehensive Contingency planning for the PG Head Quarters in Karachi.

In 2007 for 2 monthsMobilinkIslamabadInternship in the Indirect Sales DepartmentHandling of issuance of stock and dealings with the franchisees.Maintaining a daily record for review and checking purposes.Providing daily, weekly and monthly performance reviews.In 2008 for 2 monthsMobilinkIslamabad