Working in partnership with Senior Business Leaders, contributing to the development of Business Agenda and delivering the Associated People Plan:
• HR Transformation (OD);
• Organisational Re-Structuring;
• Cultural Organizational Change;
• Talent Acquisition & Employee Orientation;
• Learning & Development Interventions;
• Performance Management System;
• Talent Management & Succession Planning;;
• Employee Engagement & Recognition;
• Competency Development;
• People Capability Building;
• Employee Relations & Grievances Handling;
• HR Policies (SOP's) Formulation;
• HR Manual & its Compliance.

Plan and execute the organizations learning road map that compliments the people and organizational strategy.
Design and execute learning interventions that help develop the right capabilities to enable the organization to meet its strategic goals.
Develop learning and development strategy taking into consideration appropriate delivery channels.
To carry out Learning and Development initiatives for the organization and linking them with the overall objective of developing and engaging the workforce.
Ensure delivery of relevant information on talent as and when required.
Plan Learning and Development budget, forecast costs and delegate numbers as required by organizational planning and budgeting systems.
Assess relevant learning needs for individuals and organization, in consultation with departmental heads, including assessment methods and measurement systems entailed.
Identify, select and manage external training and accreditation bodies, agencies and providers necessary to deliver required training to appropriate standards.
Plan and deliver training courses personally where necessary to compliment that provided externally or internally by others.
Develop effective programs based on needs highlighted during LNA.
Evaluate effectiveness and ROI of designed program and suggest improvements.
Generate insights out of the training historical data according to needs of stakeholders.
Explore innovative ways of learning and benchmark local and international practices.
Forecast effective reallocation of resources based historical Leaning and Development trends.
Create awareness about the role of Learning and Development function in the organization.
Assisting in continuous development of competent, capable and committed people.
Advice management on appropriate Learning and Development investment with the aim to ensure best practice interventions are opted.

Learning, Training & Development:
• Responsible for Conducting Training Need Analysis (TNA) Nationwide.
• Consolidating and Analyzing PDR's of the Employees of MAS Group of Companies.
• Designing, Developing and Implementing the effective Training and Development policy nationwide.
• Designing the Overall Training Budget of MAS Group on Yearly Basis.
• Responsible for Conducting Training Sessions all across the Regions.
• Designing, Finalizing and Implementing Monthly Training Calendar 2015.
• Designing Post- Training Evaluation Report for measuring ROI of the Training Objectives/Results.
• Follow up of the Training Sessions of overall MAS Functional Departments.

Succession Planning:
• Succession Planning of HIPO's and Designing Employee Retention Strategies.
• Implementation and Management of CPD plan of every individual of MAS Family.
• Analyzing and Delivering the Report on Employee Turnover Ratio Nationwide.

Policies & Procedures:
• Proactive involvement for taking HR Initiatives & Policy Development process.
• Thorough implementation of required functions as per defined and approved SOP's of HRD.
• Working as a Budget Champion of my department by making sure that the HR documents are up to the par for our working as a corporate.
• Proper yearly review of all ISO Docs for assurance and compliance with ethical standards of MAS in coordination with Assistant Manager HR.

Employee Orientation:
• Designing Orientation Tool Kit / Employee Handbook for the New Hires.
• Facilitating New Hires in understanding the Company Norms, Values and Culture.
• Facilitating HR personnel in shortlisting CV's and Conducting Interviews.

CSR and Employee Engagement:
• Setting up MAS Task Force for CSR initiatives.
• Initiation and Follow-up of CSR initiatives.
• Designing and Implementing Employee Engagement Policy.
• Initiating and Managing Employee Engagement Activities.
• Have a firsthand experience on Oracle Database Management System.
• Liaison with HR Manager for the Quarterly Newsletter and its Contents.

MAS Quarterly News Letter:
• Liaison with HR Manager for the Quarterly Newsletter and its contents.
• Collect, Write and Edit newsletter content appropriately and as required/instructed.
• Liaison with the Marketing head and designer for proper presentation of MAS Newsletter.
• Timely publishing of MAS Newsletter for each Quarter.

•To identify, develop and analyze the new approaches companies are pursuing/can pursue within a given context of the UK in managing and leading organizational change.
•Design a questionnaire distributed by email to up to 1000 of our existing contacts.
•Analyze responses to demonstrate trends and top line results (both similarities and differentiations).
•Follow up approx 10-15 of the most interesting surveys with a phone call (‘best practice’ examples, or unexpected results).
•Draw conclusions.

•Developing and organizing in house and outsourced training for the performance year based on TNA.
•Cross check of vendors' proposals and training material in line with business needs and training strategy.
•Developing reports and presentations related to the training department.
•Ensure effective Learning improvement and feedback process.
•Compile and maintain the trainees’ records.
•Develop feedback summary report for trainers.
•Manage additional assignments assigned by the line supervisor.