·         Standardizing HR policies and practices across all 3 franchises
·         Harmonizing on-boarding / orientation plan for all new hires across locations
·         Responsible for the recruitment of all critical positions
·         Conducting gap analysis, developing training and in-house training capability
·         Enabling franchises to develop a uniform appraisal system
·         Introducing a new succession planning mechanism with phenomenal results for the organization
·         Assisting franchises in Talent Acquisition resulting in improved recruitment and selection of employees
·         Coordinate & liaise with and between PepsiCo & franchises on capability agenda implementation.
Key Achievements
·         Conducted Job Analysis including KPI development
·         Developed KPI Monitoring & Tracking mechanism for Sales team to Award high performer
·         Introduced 1st Orientation Toolkit for New Joiners
·         Designed & Developed MTO Program
·         Structured Job Grading Scheme
·         Roll out of Capability Assessment tool for standardized TNA
·         Organized & delivered functional & motivational training for complete Sales Force Teams

 
·         Delivering Training on various soft skills topics. I was a part of a team of trainers delivering sessions on Authentic Leadership style, training over 4500 people within a year as a part of the company\'s key strategy to develop true leaders
·         Managing annual budget for the training department as per the training calendar. Ensuring maximum impact of each planned intervention through providing operational and strategic support to the trainers followed by training reports further performance in subsequent sessions
·         Managing nationwide performance management system in conjunction with the succession planning process including (but not limited to) assessment centers, management meetings etc. for fair promotion process.
·         Handling the employee engagement survey end-to-end from data collections and marketing of the survey till sharing of results and developing subsequent action plans for improving the score
·         Delivering effective and detail orientation to the new employees to inculcate them into the organizational culture
·         Developing and localizing e-training modules
·         Monitoring capability and roll out of developmental interventions for Makro and METRO employees at the time of merger
·         Facilitating the International Management Trainee Program – METRO Potentials
 
HR Store Officer                                                                                                                                 Sep 2007 – Jan 2008
Acting Department Manager HR                                                                                                   Feb 2008 – Sep 2008                        
·         Performing the entire range of recruitment and selection activities from preparing job specifications and job advertisement to issuance of appointment letters of Store 1 employees
·         Conducting Exit interviews and ensuring employee joining and exit database
·         Performing range of activities within compensation and benefits domain. Responsible for the Issuance of Annual increment letters, Re-designations/Re-fixation of Salary.
·         Managing promotions and transfers within the store.
·         Processing payroll and handling all benefit and allowance related queries for store employees while also conducting final settlements
 
Key Achievements
·         Pioneering HR team member of METRO in establishing 1st Store HR Department
·         Hired 1st team of 400 employees of all levels for 1st Store
·         Developed 1st HRIS of METRO
·         Reduced the turnover by 8%
·         Planned & organized trainings for 3 new Store Openings simultaneously (1000+ employees)
·         Planned & Executed 1st MTO Program at METRO Head Office
·         Designed & implemented Germany-Pakistan Training Initiative (GPATI) for Key position in Stores for the 1st time in Pakistan
·         Planned & organized all trainings in lieu of MERGER for new team (1000 new entrants)
·         Involved in development of 1st Performance Review Information System (PRISM) of METRO
·         Planned & executed People Advancement through Competency Enhancement (PACE) initiative for People Manager
·         Responsible for the roll out of All Employee Engagement Surveys & Preparation of Action Planning with all teams to raise the Engagement level across the organization