The main focus is understanding the business priorities and translating strategy into relevant and impactful HR actions. Enable business leaders to continuously review, assess, and evolve the business to drive organizational efficiency and agility.brbrResponsible for managing complete HR Operations portfolio starting from offer to candidates till off-boarding and any thing that comes between this including but not limited to country wide management of HRIS, time office and performance management in timely manner for Pakistan affiliate.brbrAs a People Manager I lead a team of 3 energetic HR professionals to achieve the people & organization goals./p/div

As a trusted partner responsible for building a solid relationship with the business, identifying challenges, and playing an advisory role in addressing them.brbrResponsible for designing the Talent Acquisition & Organizational Development strategy for the organization to build engaged, high-performing teams, while managing a team of 2 HR Associates.brbrKey Achievements:br✅ Led the development and implementation of an in-house developed system for annual & mid-year performance management processbr✅ Orchestrated “Hino Iqra literacy program” to promote a culture where most of our workers can read and write basic English & Urdubr✅ Launched Hinovoice survey to gauge the engagement level of employees while suggesting a relevant action planbr✅ Worked with AGM HR to formulate a presentation 5-Year HR Roadmap - 2022 ~ 27 to execute HR strategies.br✅ Designed and rolled out the internally created e-from for the declaration of immediate relatives by Management staff members, a first in the company’s history outside the employment application declaration.br✅ Launched an in-house e-learning portal for the first time at Hinopak Motors Limited under Hino House of Learning & Development (HOLD), comprising e-learning courses offered under various domains.br✅ Introduced the concept of blended learning using different learning methodologies like virtual & classroom training, webinars, and bite-sized e-learning modular training programs. br✅ Conceptualized and facilitated employees meet-up sessions for staff to understand their sentiments along with action planningbr✅ Effectively led the business through the COVID-19 Pandemic: Creation of internal communication & new operational policies/procedures including local guidelines.br✅ Streamlined TA process by utilizing google forms while managing the full cycle recruitment process for 31 positions from (July 21 - March 23)./p/div

As a Department Manager HR, I was responsible to partner with the store and warehouse leadership team, while providing support to the business managers in making strategic and operational decisions w.r.t HR needs.

Single-handedly managed HR for Commercial (Sales), Operations, Corporate, E-Commerce, and Food Delivery Solutions functions comprising ~26 departments with FTEs + 3rd Party employees in managerial and workman cadre.

Key Achievements:
- Worked on manpower planning and budgeting related to headcounts and fulfilling hiring needs for the new Korangi Warehouse (fulfillment center) to set up a stand-alone business for Metro through a new channel.
- Increased the store employee engagement level in Metro Voice IT survey Q1 & Q2 2021 90% (+6) and 92% (+2) respectively.
- In order to have a diverse workforce at the store level for the first time in the retail/wholesale sector in PK, facilitated the employment of differently-abled staff.
- Filled 31 positions (Jan-June 2021) within the assigned timelines and was responsible for offer placement to shortlisted candidates.

Store HR Business Partnering:
- Advised managers about Metro’s internal processes on career development, engagement (Metro Voice IT), compensation & benefits, recruitment, reward & recognition, diversity & inclusion, and workplace investigations
- Supported Store management members to identify internal talents and high-potential employees for future growth
- Deployed HR Initiatives such as employee engagement, training, and development, and HR Analytics to catalyze store productivity and business impact
- Prepared monthly People Excellence Monthly Analysis Report “PEMAR” and “MDS” master datasheet for the understanding of HR Analytics and overall headcount reporting
- Carried out all the HR operations related to employees' leaves, attendance, payroll, provident fund, promotions, transfers, grievances, and employees' records, etc. Managed personnel/position changes in SAP.

Provided HRBP, support to staff while partnering with commercial, enabling & operations regional, and local business leaders & teams for executing all people processes in a matrix structure. /p
p dir="ltr" /p
p dir="ltr"Key Achievements/p
ul
li dir="ltr"
p dir="ltr"Assisted the HR Leader in the business closure and employee separation (RIF) activities for Retail Intelligence BU in 2020. Worked on outplacement services by launching an in-house Career Transition Assistance Program. /p
/li
li dir="ltr"
p dir="ltr"Managed change for a number of restructuring projects initiated in different functions. Supported regional HR teams in the spinoff of Nielsen/p
/li
li dir="ltr"
p dir="ltr"Rolled out Nielsen Academy along with the partnership with IBA, a program to provide research knowledge to 45 students, eventually providing a future talent pipeline for Nielsen. /p
/li
li dir="ltr"
p dir="ltr"Digitalized employee self-services by developing an ESS portal i.e. Employee 360, using the Google site for the first time in the APP region, it served as a one-stop solution for employee services. /p
/li
li dir="ltr"
p dir="ltr"Revised the compensation package of 57% of outsourced employees below 70% compa ratio by creating a comprehensive compensation journey plan with an annual increase of $ ~ 35,000 /p
/li
li dir="ltr"
p dir="ltr"Adopted the new hiring process by leveraging talent acquisition Success Factors & Smart recruiters. Helped Nielsen recruitment center recruiters with the transition process and coached them on the hiring trends in PK. Developed new onboarding & offboarding plan (including orientation material, onboarding plan, and career development resources)./p
/li
li dir="ltr"
p dir="ltr"Solely managed the life & health renewal process for FY 2019 from the identification of vendors to cost-benefit analysis. Negotiated for OPD service charges and brought them down to 5% from 10%, which positively impacted Nielsen’s bottom-line growth/p
/li
/ul
pstrong id="docs-internal-guid-b8394eac-7fff-9a92-bf13-ce35981e1275" /strong/p
p dir="ltr"People & Organization Partnering /p
ul
li dir="ltr"
p dir="ltr"Responsible for talent acquisition actions in Pakistan. Hired ~75 employees from (July 18 - Dec 20). Reduced average TTH from 40 to 20 days. Conducted recruitment drives at six universities in 2019 to acquire the best culturally fit talent for Nielsen/p
/li
li dir="ltr"
p dir="ltr"Increased the number of headcounts with the best available talent in the International Consumer Insights hub from 17 % to 24% within the first 6 months to support regional markets /p
/li
li dir="ltr"
p dir="ltr"Lead the talent reviews and calibration sessions for Ops & Tech functions to ensure high performance is rewarded and developed. Identified successors for critical positions that support the bench strength/p
/li
li dir="ltr"
p dir="ltr"By implementing the required initiatives in the Gallup Q12 myVoice survey, overall engagement scores increased from a mean of 3.87 in 2018 to 3.91 in 2019. Shared the results & action plan of pulse surveys with stakeholders to gauge employees’ sentiments during COVID-19. /p
/li
li dir="ltr"
p dir="ltr"Led employee engagement activities such as Nielsen Global Impact Day, hunger action month, and world cleanup day. /p
/li
/ul
pstrong /strong/p
p dir="ltr"Integrity Council ǀ People Experience & Rewards /p
ul
li dir="ltr"
p dir="ltr"Collaborated with the legal manager and managed end-to-end investigations. Conducted investigation-related interviews, drafted reports & proposed remedial action based on findings/p
/li
li dir="ltr"
p dir="ltr"Prepared labour law tracker & worked on areas of improvement. Responsible for monthly statutory payments, while dealing with government bodies like EOBI, SESSI & labor inspectors for various audits/p
/li
li dir="ltr"
p dir="ltr"Onboarding & offboarding of employees in Nielsen service now. Reduced the TAT to 7 days for processing of final settlements. Developed a new full & final settlement format for Pakistan. Transformed the current HR SOPs into HR policies./p
/li
li dir="ltr"
p dir="ltr"Conducted sessions for performance cycle, goal setting, check-ins, year-end review, and PIP meetings. Guided managers on annual incentive plan, merit planning & promotion process to ensure a performance-oriented culture. /p
/li
li dir="ltr"
p dir="ltr"Smoothly delivered the payroll along with monthly reconciliation of payroll vs. SAP data/p
/li
/ul/div

Worked as TPC HR Coordinator-M&P for NNPK. Was responsible for managing Customer Care and Delivery Operations staff.

HR Projects:
- Analyzed the field allowance & expenses of the Pharmaceutical industry in Pakistan in order to revise the field allowances of TPC employees
- Prepared Process Flows and Step-by-Step Guides for various HR SOPs and Practices (including Screening Process, Employee Induction, and Employee Exit Management).
- Developed a headcount cost budget for the years 2016 to 2018 to estimate the cost per employee.
- Employee Opinion Survey data compilation, while reviewing the organization's working climate to ensure better employee engagement & further action plans

HR Operational Excellence:
- Execute core people processes i.e. headcount planning, job requisition, onboarding, employee Life cycle Management, and off-boarding
- Manage monthly payroll of employees, yearly increments & processed festive bonuses. Attendance management & leave adjustments in Limton. Maintain employee MD in HRIS
- Benefit administration includes OPD claims verification, employee enrollment, deletion, and addition in insurance. Responsible for the yearly health insurance renewal process
- Responsible for full & final settlement verification. Issue various letters like acceptance of resignation, experience, confirmation letters, etc, when required. Manage some disciplinary issues, investigating facts, issuing warning letters, termination letters, or show cause notice

Talent Attraction:
- Drove the recruitment process for the assigned departments from the identification of staffing needs, interviews, and facilitating assessments to the onboarding of new hires. Solely responsible for the complete hiring of NDOs /Supervisors and customer care representatives
- Worked with TA Specialist on the first International Graduate program, designing an employer branding strategy

People Operations:
- Employees file maintenance and managing HR Record Room, comprising 700+ Employee files & successfully completed a new file project keeping updated MIS of employee’s documents. Recovered approx. 85% of missing docs in approx 2.5 months which helped HR Generalist to update accurate employee data in SAP
- Support the onboarding process and successful integration into the organization by facilitating & designing the new employee orientation program

Recruitment:
- Responsible for planning and managing the entire recruitment process supporting the HRBPs by identifying active and passive candidates for recruitment, conducting /initial telephonic interviews, reference checks, and onboarding
- Helping line managers in drafting job descriptions, job advertisements & also responsible for job posting on, LinkedIn and Facebook & also contacting placement departments of different universities for potential placement, for example, Karachi University for hiring fresh Chemical Engineers& also involved in the recruitment of (technical depts.) interns for Summer Internship Program
- Hired planning & R&D officers, Associate A/c managers, warehouse officers, and finance officers. Performing reference checks & document verification for potential employees.

Talent Management:
- Designing and updating Organizational Charts for different departments for Pakistan, Bangladesh & Srilanka
- Conducted a small survey on educational assistance policy for employees and children offered by other MNCs & local Companies in Pakistan
- Participated and facilitated HRBPs in focus groups for Management Associates & identifying weak and strong areas of the program and providing recommendations to the AM Talent Management for improvement
- Collected data of employees to prepare presentations for Talent Review Meetings for AM grades and above
- Facilitating the employees in completing the objectives setting & mid-year performance review in SAP Success Factor