HR Projects Delivered

Employee Onboarding Program meticulously designed for a professional services firm. This comprehensive program not only ensured a smooth integration process for new team members but also incorporated a measurement criteria based on the renowned Kirkpatrick Model. Through strategic planning and execution, I successfully managed to deliver a program that fostered continuous learning and development while aligning with the organization's goals and values. The program was branded as “Need to Know” session.

A competency-based training needs assessment conducted within a tight timeframe of three weeks, tailored specifically for 60 supervisors within a telecommunications call center. This rigorous assessment process delved into the unique skill sets and development areas of each supervisor, laying the groundwork for targeted training interventions aimed at enhancing performance and driving operational excellence within the call center environment. The measurable results of this endeavor included quantifiable improvements needs.

Launch a Cloud Computing-based Human Resource Management System (HRMS) for a leading professional services firm, marking a significant transition from manual processes to streamlined automation and self-service capabilities. This innovative solution empowered employees with seamless access to HR functionalities, facilitating efficient management of personnel records, policies announcements, and leave management, among other key functions. By harnessing the power of cloud technology, this HRMS not only enhances operational efficiency but also fostered a culture of self-reliance and empowerment among employees, paving the way for increased productivity and organizational agility. The solution was launched in partnership with a Greek company based out of UK.

A transformative initiative: the development and implementation of a competency-based Performance Management System (PMS), marking a strategic shift from traditional Management by Objectives (MBO) frameworks to a blended approach where competencies assume greater significance. This innovative system represents a paradigm shift in how performance is evaluated and managed within the organization, placing a heightened emphasis on the demonstration and mastery of key competencies tailored to individual roles. This evolution towards a competency-driven approach promised to elevate performance standards and drive organizational success in an ever-evolving landscape.

A dynamic and inclusive Assessment Center designed for a globally recognized oil and gas company to evaluate promotion cases engaging professionals from diverse cultural backgrounds across Pakistan, India, Singapore, and the UK. This project underscored a commitment to inclusivity and global collaboration, leveraging insights from varied perspectives to ensure fair and comprehensive assessments.

As a certified psychometric assessor trained by Cubiks, one of the foremost consulting firms in the UK, I've conducted comprehensive psychometric assessments for Talent Needs Analysis (TNA), promotion cases, and recruitment initiatives across a spectrum of clients. With a robust understanding of Cubiks' methodologies and best practices, I've leveraged these assessments to provide invaluable insights into individuals' aptitudes, competencies, and potential contributions within various organizational settings. Drawing on the expertise gained through this certification, I've consistently delivered tailored assessments that support informed decision-making, drive talent development strategies, and facilitate successful recruitment outcomes for the clients.

I had the privilege of contributing to a transformative project following the merger of a local Pakistani company with an esteemed international pharmaceutical firm. Tasked with enhancing the capacity of the Pakistani company's workforce, I played a pivotal role in designing and delivering targeted training initiatives aimed at aligning employees' skills and qualifications with the standards and requirements of their existing positions within the newly integrated organization. By leveraging my expertise in training and development, I collaborated closely with stakeholders to identify skill gaps, develop tailored training programs, and facilitate learning experiences that empowered employees to excel in their roles and meet the evolving demands of the pharmaceutical industry. Through this concerted effort, we not only upheld the legacy of the Pakistani company but also fortified its position within the global pharmaceutical landscape, ensuring a seamless transition and sustainable growth for all involved.

I had the privilege of contributing to a pivotal project focused on Key Performance Indicators (KPIs) identification for a prominent Pakistani university. While my role may have been supportive, working closely alongside the lead consultant, my contributions were integral to the project's success. Collaborating with the lead consultant, I played a crucial role in conducting comprehensive research, data analysis, and stakeholder consultations to identify and define relevant KPIs aligned with the university's strategic objectives. Through meticulous attention to detail and effective teamwork, our efforts culminated in the development of a robust framework that enables the university to measure and track its performance effectively, driving continuous improvement and informed decision-making across various departments and initiatives.

In my capacity as Head of HR, I spearheaded the development of a comprehensive onboarding program for a distinguished textile company, leveraging cross-departmental collaboration to ensure its success. Recognizing the multifaceted nature of effective onboarding, I engaged various departments to play integral roles, fostering a holistic approach to the program's design and implementation. By aligning each department's expertise with the overarching goals of the onboarding process, we created a seamlessly integrated experience that not only welcomed new employees but also immersed them in the company's culture, values, and operational intricacies. Through strategic branding efforts, we cultivated an internal identity for the onboarding program, instilling a sense of pride and commitment among employees while setting the stage for their long-term success within the organization.

For one of the largest textile companies in Pakistan

Embarking on a transformative journey, I spearheaded a cultural change management program for a leading textile player in Pakistan, confronting a fundamental challenge of "trust deficit" between employees and management. Recognizing the pivotal role trust plays in fostering a cohesive and productive work environment, our program implemented a series of targeted interventions aimed at bridging this gap and cultivating a culture where employees perceive their leadership as genuinely pro-employee. Through strategic initiatives focused on transparency, communication, and empowerment, we endeavored to rebuild trust, nurture collaboration, and instill a shared sense of purpose across all levels of the organization.

At the heart of this transformative program lay a steadfast commitment to employee training and engagement activities. Recognizing their pivotal role in fostering a culture of trust and collaboration, we prioritized initiatives aimed at empowering employees with the skills, knowledge, and resources needed to excel in their roles. Through comprehensive training programs tailored to individual needs and aspirations, we sought to not only enhance job proficiency but also cultivate a sense of ownership and pride in their work. Concurrently, a diverse array of engagement activities was introduced to foster camaraderie, celebrate achievements, and facilitate open dialogue between employees and management. By investing in the development and well-being of our workforce, we aimed to nurture a culture where every individual feels valued, supported, and motivated to contribute their best to the success of the organization.

Drawing on my expertise and passion for professional development, I've had the privilege of designing and facilitating numerous training programs for a diverse array of organizations. These programs, ranging from open enrollment to in-house initiatives, have been tailored to meet the specific needs and objectives of each client. With a focus on interactive and engaging learning experiences, I've worked diligently to empower participants with practical skills, knowledge, and insights essential for success in their respective roles. Through a blend of innovative methodologies and real-world applications, these training programs aim to inspire growth, foster excellence, and drive positive change within organizations, ultimately contributing to their long-term success and sustainability.

In my capacity as GM HR, I embarked on a pioneering initiative to develop and lead an online corporate academy, revolutionizing the learning landscape within our organization. This cutting-edge platform offered a diverse range of online courses and quizzes meticulously curated to meet the evolving needs of our workforce. To ensure the highest standards of academic rigor and impartial assessment, we established a strategic partnership through an MOU with a prestigious university, empowering them to serve as external independent examiners. Their role encompassed the development of assessments and the administration of examinations to objectively evaluate and score our learners. Leveraging world-class content procured from various esteemed vendors in the form of videos and other multimedia resources, our corporate academy aimed to deliver an immersive learning experience that fosters continuous growth, innovation, and excellence among our employees.

In my role as Senior OD Manager, I seized the opportunity to spearhead the development and implementation of a pioneering Performance Management System (PMS) within our organization. This comprehensive system, comprising a meticulously crafted toolkit, operating manual, and competency dictionary, represented a significant milestone as it was introduced for the first time in our company's history. Guided by a commitment to fostering organizational excellence and employee development, I led the charge in conceptualizing and refining the components of the PMS to ensure alignment with our strategic objectives and cultural nuances. Furthermore, I undertook the crucial task of training 108 senior managers in the intricacies of the PMS through a "train the trainer" approach, equipping them with the knowledge and skills necessary to cascade this transformative framework throughout the organization. Through these concerted efforts, we laid the groundwork for a culture of performance excellence and continuous improvement, positioning our company for sustained success in a dynamic business landscape.

In my capacity as a learning and development champion, I embraced the opportunity to curate comprehensive learning catalogues for a prominent textile company, spanning the years 2020, 2021, and 2023. These catalogues were meticulously tailored to address the evolving needs and aspirations of the company's internal employees, with a distinct focus on enhancing their soft skills repertoire. All training sessions were meticulously crafted to cover a spectrum of soft skills essential for professional success, ranging from communication and leadership to teamwork and emotional intelligence. To ensure the highest standards of delivery, the company's in-house trainers underwent rigorous "train the trainer" sessions facilitated by an esteemed international training firm, equipping them with the necessary tools and methodologies to effectively impart these vital skills.

In a pivotal role as a seasoned HR professional, I had the privilege of spearheading the establishment of HR departments from the ground up for two distinct companies, navigating the transition from manual to automated systems with resounding success. Drawing upon a wealth of experience and expertise, I crafted, along with other team members, tailored HR frameworks. Through strategic planning and implementation, I oversaw the seamless integration of cutting-edge HR technologies, transforming archaic manual processes into streamlined and efficient automated systems. This transformative journey not only optimized HR operations but also empowered both companies to cultivate a culture of innovation, efficiency, and employee engagement.

In collaboration with the Corporate Communications Manager of our esteemed organization, I had the privilege of co-developing a transformative initiative titled "Living Our Values." This innovative program was meticulously crafted to foster a deep understanding and embodiment of our organizational values among employees at every level. By clearly articulating the desired and undesired behavioral indicators associated with each value, we aimed to provide a tangible framework for guiding decision-making and actions throughout the company. Through strategic communication and engagement initiatives, we endeavored to cultivate a culture where our values serve as guiding principles, driving behaviors that align with our mission and vision. This program represents a pivotal step in nurturing a values-driven organization, empowering employees to uphold our core principles in every aspect of their work and interactions.

I spearheaded a comprehensive project focused on job evaluation, utilizing the methodology of one of the leading consulting firms in the USA. Over the course of three months, our team meticulously analyzed and restructured 108 distinct positions, ensuring alignment with industry standards and organizational objectives. As the second-in-command, I played a pivotal role in leading a team of 8 to 10 members, overseeing calibration efforts and facilitating seamless collaboration throughout the project.

Throughout my HR career journey, I've consistently seized opportunities to shape and refine HR policies at various pivotal junctures. From recruitment strategies that attract top talent to retirement policies that ensure a smooth transition for departing employees, I've been intricately involved in every stage of the employee lifecycle. My expertise in policy development spans the entire spectrum of HR functions, enabling me to craft comprehensive frameworks that not only align with legal and regulatory requirements but also reflect the unique culture and goals of each organization I've worked with. Whether drafting new policies or revising existing ones, I bring a strategic approach that prioritizes employee engagement, organizational effectiveness, and compliance, ultimately driving sustainable growth and fostering a positive workplace culture from recruitment to retirement.

In a significant phase of my career, I had the privilege of leading a dynamic team of recruitment consultants tasked with sourcing top talent for both local enterprises and multinational corporations. As the head of this team, I orchestrated strategic headhunting campaigns, executed volume hiring initiatives, and spearheaded recruitment efforts across diverse industries and geographies. Leveraging my extensive network and expertise in talent acquisition, I navigated the intricacies of identifying and attracting high-caliber professionals to meet the evolving needs of our clients. My leadership ensured that our team operated with precision and efficiency, consistently exceeding recruitment targets and delivering exceptional results. Whether it was identifying niche skill sets or managing large-scale recruitment projects, I thrived in environments where innovation and collaboration were paramount, driving success in every aspect of the talent acquisition process.

I spearheaded a groundbreaking project aimed at comparing the core competencies of a prominent manufacturing company with the talent pool in Pakistan and across Asia. Partnering with an esteemed international assessments publisher renowned for its global presence, I assumed leadership of the entire project. Our objective was to conduct a comprehensive analysis of 10 key competencies crucial to the manufacturing sector, leveraging the publisher's expertise in assessment methodologies and our team's deep understanding of regional talent dynamics. Through meticulous data collection, rigorous analysis, and strategic collaboration, we unveiled valuable insights into the alignment between the company's competency framework and the skill sets prevalent in the Pakistani and Asian markets. This initiative not only facilitated informed decision-making for talent acquisition and development but also paved the way for future collaborations aimed at enhancing organizational effectiveness and global competitiveness.

During my tenure as the head of the HR department in a manufacturing company, I led a transformative project that revolutionized our operational infrastructure. Recognizing the need for modernization, I spearheaded the seamless transition from an outdated intranet and Oracle-based system to a cutting-edge cloud computing solution with integrated employee self-service capabilities. By harnessing the power of cloud technology, we not only streamlined HR processes but also empowered employees with greater accessibility and autonomy over their HR-related tasks. The project significantly increased employee engagement, fostering a more collaborative and innovative workplace culture.

As part of our efforts to elevate the company's brand identity and foster a sense of community among employees, I spearheaded the initiation of an employee magazine with the dedicated support of my team. Under my supervision, two engaging and informative versions of the magazine were meticulously crafted, showcasing the vibrant culture of our organization and highlighting key initiatives and achievements. This initiative not only served as a platform to amplify our brand presence but also played a crucial role in internal communication, keeping employees informed and connected across various departments and locations. By capturing the essence of our company culture and showcasing our collective efforts, the employee magazine contributed significantly to enhancing employee morale, promoting a sense of pride and belonging, and ultimately elevating our company's reputation to new heights.

I recently had the privilege of leading a one-day assessment center for a prominent retail clothing company. The objective was to evaluate the skills and competencies of candidates vying for management trainee positions from esteemed universities like LUMS, LSE, and COMSATS.

The assessment center was meticulously designed to assess 11 key competencies through a range of assessments as follows:

• Presentation
• Case Study
• Competency-Based Interview
• Game
• Group Discussion
• Role Play

I successfully conducted a comprehensive training needs assessment for a public sector power generation company, involving 34 team members across various management levels, including the leadership team, CEO, CFO, Head of Internal Audit, General Manager HR & Administration, and General Manager Plant Operation. The project was structured into three phases: diagnostic, implementation, and conclusion, and was completed within a tight timeline of three weeks.

To gather data, I employed a multi-method approach, utilizing questionnaires, focus groups, and interviews at two sites. This allowed me to collect a rich and diverse set of information. After analyzing the data, I developed a detailed and comprehensive report, which included: executive summary, data interpretation, individual development Plans, internal benchmarking, talent strengths and opportunities