Coordinates the implementation of people-related services, policies, and programs; manages the HR and Recruitment team; reports to the CEO:
Work collaboratively with executive management, line managers, HR team, and other stakeholders to build a culture of excellence and innovation. In collaboration with AIRCOD leadership facilitate organizational structure/ design discussions and lead the roll out of AIRCOD’s new management philosophy
Manage employee relations issues for headquarters and international staff, including coordinating and engaging with field office-based HR staff. In conjunction with legal department and local counsel ensure compliance with US, PAKISTAN. and international labor laws, supporting audits as necessary;
Provide tools and guidelines to support and implement policies and procedures, domestic and international employment agreements, development of HRIS, field office employee manuals, benefit summaries and compensation guidelines; Maintain a high-quality central HR function, including appropriate technology, systems and tools, including the use of metrics and people data to inform key decisions;
Manage the recruiting, selection process, and on-boarding processes. Work with management to ensure the selection of the right candidates for all positions;
n consultation with the legal department, resolve complex employee relations issues (such as harassment and discrimination allegations) in a balanced, fair and objective manner, using appropriate counseling, investigative, intervention and mediation techniques.
 Lead development and execution of employee engagement and retention strategies, plans, and initiatives including the design and implementation of a training, mentoring and professional development and succession plans;
Manage the performance management process and facilitate improvement of performance management systems and training for domestic and international staff;
Manage compensation and benefits administration, including 401(K);
Manage employee welfare, wellness and health programs for domestic and tcn/expatriate staff, domestic employee safety and provide guidance and support to the country offices’ welfare, wellness and health programs.

Achievements: When I have joined the AirCod Technologies, AirCod was struggling with high time-to-hire and low offer acceptance rates problem leading to project delays and increased recruitment costs in both USA and Pakistani Market we are struggling to improve the recruitment process to attract and hire qualified candidates more efficiently. I have discussed with management and decided to leverage data analytics to identify bottlenecks and optimize its hiring process. We used Bullhorn BH tracking system (ATS) to gather insights from historical recruitment data. We collected data on each step of the recruitment process, including the number of applicants, time spent in each stage, interview outcomes, and offer acceptance rates. We identify and found that the following factors contributed to the high time-to-hire.
1.      significant delay in the initial screening process from software department
2.      high rate of candidate drop-offs between initial screening and interviews.
3.      Low response rates to interview initiative. From panelist.
We Optimize the Strategies and implemented several changes to improve recruitment process we fully function the ATS to automate the screening process to quickly assess candidate qualifications & Skills we improved the communication gap in-between recruiter and Technical Interview panel & reduce response delays. After implementing these changes, we monitored key performance indicators (KPIs) such as time-to-hire, offer acceptance rates, and candidate satisfaction we found significant improvements in time-to-hire offer acceptance and improved candidate satisfaction.

As a Global Head of HR for Corporate Functions in South Asia within the USA, I likely have a broad spectrum of responsibilities that directly impact the organizational structure, culture, and employee experiences within purview. My Accomplishments was including:

Strategic HR Leadership: Spearheading the development and implementation of HR strategies aligned with business objectives to enhance organizational effectiveness, workforce planning, talent acquisition, and retention.
Change Management Initiatives: Successfully leading change management programs to navigate organizational transformations, mergers, acquisitions, or restructuring, ensuring minimal disruptions while maximizing employee engagement and productivity.
Talent Development & Succession Planning: Implementing comprehensive talent development and succession planning programs to identify high-potential employees, nurture their skills, and create career pathways that align with the organization\'s long-term goals.
Diversity, Equity & Inclusion (DEI) Initiatives: Driving initiatives to foster a diverse and inclusive workplace, implementing policies, training programs, and awareness campaigns to ensure a supportive and equitable environment for all employees.
Employee Engagement and Well-being Programs: Implementing strategies to boost employee morale, satisfaction, and well-being through engagement surveys, wellness initiatives, flexible work arrangements, and other programs promoting work-life balance.
Performance Management Systems: Overseeing the design and implementation of performance management systems that align individual goals with organizational objectives, providing regular feedback and facilitating professional growth.
HR Technology Integration: Leveraging technological advancements to streamline HR processes, enhance data-driven decision-making, and implement HRIS (Human Resources Information Systems) for more efficient operations.
Compliance and Risk Management: Ensuring adherence to local and global HR regulations, labor laws, and company policies to mitigate risks and maintain a compliant workplace.
Cross-functional Collaboration: Collaborating with other departments and senior leadership to align HR initiatives with broader business strategies, fostering a cohesive and productive organizational culture.
Metrics and Analytics: Establishing key HR metrics and analytics to measure the effectiveness of HR programs, enabling data-driven insights for continuous improvement.

HR/Talent Development:

Designed and implemented a comprehensive training and development program resulting in a measurable increase in employee skill levels and performance.
Established a robust talent acquisition strategy leading to a significant reduction in time-to-fill key positions.
Introduced innovative retention strategies that reduced employee turnover by a notable percentage.
Implemented performance management systems that improved employee productivity and engagement.

Industrial Relations/Employee Relations:

Successfully negotiated and finalized labor contracts resulting in improved relations between the company and labor unions/employees.
Developed and implemented conflict resolution mechanisms leading to a reduction in workplace disputes and grievances.
Created initiatives fostering a positive work culture and increased employee satisfaction.

Compliance:

Ensured adherence to all local labor laws, regulatory compliance, and internal policies across departments.
Led initiatives to achieve and maintain certifications or accreditations related to labor standards or workplace safety.
Conducted comprehensive audits ensuring compliance in HR/IR practices.

Health, Safety, and Environment (HSE):

Implemented robust health and safety protocols resulting in a reduction in workplace accidents/incidents.
Developed and executed emergency response plans that enhanced workplace safety and minimized risks.
Spearheaded sustainability initiatives leading to environmental conservation and community engagement.

Cross-Cultural Leadership:

Successfully managed diverse teams across different cultural backgrounds, fostering inclusivity and unity.
Conducted cross-cultural training programs improving intercultural communication and understanding within the organization.

Accomplishments in the areas of HR/IR/ER (Human Resources/Industrial Relations/Employee Relations), TND (Training and Development), Compliance, and HSE (Health, Safety, and Environment) Here are accomplishments that in these areas that I have achieve:

HR/IR/ER:

Successfully negotiated labor agreements resulting in improved employee benefits, reduced disputes, and increased productivity.
Implemented an employee engagement program that resulted in a measurable increase in employee satisfaction and retention rates.
Led initiatives to resolve workplace conflicts, resulting in improved employee relations and a more harmonious work environment.
Developed and implemented policies and procedures that ensure compliance with labor laws and regulations.

Training and Development (T&D):

Designed and implemented a comprehensive training program that improved employee skills, leading to increased efficiency and higher-quality output.
Created a leadership development program resulting in the promotion of internal talent to key positions.
Implemented a learning management system (LMS) that increased accessibility and effectiveness of training across the organization.

Compliance:

Led the company in achieving and maintaining various certifications and standards, ensuring compliance with industry regulations and legal requirements.
Developed and implemented compliance training programs for employees to ensure adherence to company policies and regulatory guidelines.
Conducted thorough audits and assessments to identify and address compliance gaps, reducing risks and ensuring organizational integrity.

Health, Safety, and Environment (HSE):

Implemented safety protocols that significantly reduced workplace accidents and improved overall safety records.
Developed and executed initiatives that enhanced environmental sustainability and reduced the organization\'s carbon footprint.
Conducted regular HSE training sessions resulting in increased awareness and adherence to safety and environmental guidelines.

Company-owned brands include Belle, STACCATO, JOY&PEACE, Millie\'s, Jipi Japan, TATA, TEENMIX, BASTO, SENDA, SKAP, MIRABELL, MAP, 15MINS, 73Hours, Too Many Shoes, etc. Distribution brands include Bata, Clarks, Hush Puppies, etc. The majority of our Sportswear and Apparel Business is in the form of retail distribution, including sportswear brands NIKE, Adidas, PUMA, Converse, Reebok, Skechers, Vans, Timberland, Asics, and Onitsuka Tiger, The North Face, and apparel brands MOUSSY, SLY and REPLAY etc. Key Responsibilities: ❖ Streamlined HR Processes: Implemented efficient HR processes and systems globally, resulting in reduced administrative burden, improved data accuracy, and increased employee satisfaction. ❖ Talent Acquisition and Retention: Developed and executed effective recruitment and talent acquisition strategies, resulting in attracting top talent and reducing time-to-fill key positions. Implemented employee engagement initiatives that led to improved retention rates and reduced turnover. ❖ Employee Development and Training: Established comprehensive employee development programs, including leadership development, succession planning, and training initiatives, resulting in improved employee skills, increased productivity, and enhanced career progression opportunities. ❖ Global HR Policy Implementation: Successfully implemented and standardized HR policies and procedures across different regions and countries, ensuring compliance with local labor laws and regulations while maintaining consistency in HR practices globally. ❖ Change Management: Led organizational change initiatives, such as mergers, acquisitions, or restructuring, ensuring 
smooth transitions and minimizing disruptions to employees. Developed change management strategies and communication plans to promote employee engagement and alignment during periods of change. ❖ Diversity and Inclusion: Developed and implemented diversity and inclusion initiatives, fostering a culture of inclusivity and equity within the organization. Established programs to increase diverse representation at all levels, resulting in a more diverse and inclusive workforce. ❖ Cost Optimization: Implemented cost optimization strategies in HR operations, such as outsourcing non-core activities, leveraging technology solutions, or implementing shared service centers, resulting in improved operational efficiency and cost savings. ❖ Acquisitions, or restructuring, ensuring smooth transitions and minimizing disruptions to employees. Developed change management strategies and communication plans to promote employee engagement and alignment during periods of change. ❖ Diversity and Inclusion: Developed and implemented diversity and inclusion initiatives, fostering a culture of inclusivity and equity within the organization. Established programs to increase diverse representation at all levels, resulting in a more diverse and inclusive workforce. ❖ Cost Optimization: Implemented cost optimization strategies in HR operations, such as outsourcing non-core activities, leveraging technology solutions, or implementing shared service centers, resulting in improved operational efficiency and cost savings. 

As Head of HR my accomplishments at Dubai Refreshment P.J.S.C., the Pepsi Cola bottler in Dubai, UAE, typically oversees various human resources functions and initiatives. My  potential accomplishments in this role  include:

Talent Acquisition and Development: Implementing innovative recruitment strategies, enhancing the hiring process, and fostering talent development programs to attract and retain top-tier employees.
Employee Engagement and Retention: Initiating programs to improve employee satisfaction, creating a positive work culture, and implementing retention strategies to reduce turnover.
Training and Development: Establishing robust training programs, including leadership development, skill enhancement workshops, and continuous learning initiatives to improve employee capabilities and career progression.
HR Policy and Compliance: Overseeing the development and implementation of HR policies, ensuring compliance with local labor laws and company regulations.
Performance Management: Designing and implementing performance appraisal systems, providing feedback mechanisms, and facilitating performance improvement plans.
Diversity, Equity, and Inclusion (DEI) Initiatives: Driving initiatives to promote diversity, equity, and inclusion within the workplace, fostering an environment of equality and belonging for all employees.
Change Management: Leading HR initiatives during times of organizational change, such as mergers, acquisitions, or restructuring, ensuring smooth transitions and minimal disruption to employees.
Cost Optimization and Efficiency: Implementing cost-effective HR strategies while ensuring operational efficiency within the HR department.
Employee Wellness Programs: Introducing wellness initiatives to enhance employee health and well-being, which can include mental health support, fitness programs, and work-life balance initiatives.

My Overall, achievements of as an HR Employee Relationship Manager at EIB bank I measured by the successful retention and development of talented employees, effective management of employee performance, attraction of new talent, and the promotion of a positive and inclusive workplace culture. Employee Engagement and Satisfaction: Developed and implemented employee engagement initiatives that resulted in increased employee satisfaction and morale. Conducted regular surveys to measure employee satisfaction levels and identified areas for improvement. ❖ Conflict Resolution: Successfully resolved employee conflicts and grievances by implementing a fair and transparent process. Developed effective communication channels to address employee concerns promptly, fostering a positive work environment. ❖ Performance Management: Implemented a performance management system that aligned with Islamic banking principles, ensuring clear performance expectations and fair evaluations. Implemented development plans and coaching programs to enhance employee performance and career growth. ❖ Training and Development: Designed and delivered training programs tailored to the needs of employees in an Islamic banking environment. Developed a comprehensive learning and development strategy to enhance employee skills and competencies. ❖ Compliance and Shariah Compliance: Ensured compliance with HR policies, labor laws, and Shariah principles applicable to the banking industry. Collaborated with the Shariah department to ensure HR practices aligned with Islamic ethical standards. ❖ Talent Management: Implemented talent management strategies, including succession planning and career development programs, to identify and groom high-potential employees for future leadership roles. Developed a robust talent pipeline within the organization. ❖ Diversity and Inclusion: Promoted diversity and inclusion initiatives within the organization, ensuring equal opportunities for employees from different backgrounds. Developed policies and practices that supported a diverse and inclusive work environment. ❖ Employee Well-being Programs: Implemented employee well-being programs, including work-life balance initiatives, stress management programs, and health and wellness campaigns. Ensured employees\' physical and mental well-being

Baby Shop UAE LLC is a part of one of the largest retail chains among the countries in the Gulf Co-operation Council (GCC). . The Company deals in child wear and baby care products having 16 retail outlets and employs above 590 employees spread over the UAE. Baby shop is part of the Landmark Gulf Group and has a turnover of over one billion by itself. Key Responsibilities: ❖ Responsible for the entire gamut of functions in Human Resources for the Babyshop Concept of Landmark Gulf Group for UAE territory as well as advise and provide support to the HR Function in GCC. ❖ Responsible for the sourcing of manpower needs for the business by validating manpower plans, preparing job descriptions, identifying the most cost-effective mode of recruitment and adhering to time lines. ❖ Drive the training function for the business by designing, developing and delivering appropriate training interventions aimed at upgrading the skill & knowledge base of employees in the company. ❖ Responsible for instilling rigour in the performance management process of the business by ensuring the setting of “SMART” objectives, training managers in conducting appraisals, and ensuring reviews as per time lines. ❖ Responsible for presenting a fair & firm face of management to the line managers and staff by redressing employee grievances as well as initiating disciplinary action against erring employees. ❖ Working out compensation revision proposals for the staff & store managers in line with budgets received from corporate office. ❖ Advise Line Managers as well as staff on HR policies & procedures thereby ensuring effective implementation. ❖ Implementation of HRMS – Oracle. Primary Challenges: ❖ Streamlining HR activities and establishing credibility for the HR Function. ❖ Building a cohesive unit by facilitating the aligning of individual’s strengths and activities towards team purpose. ❖ Measuring the pulse of the employees with a view to maintain high morale of over 590 employees. ❖ Upgrade knowledge base of employees and facilitate a learning environment. ❖ Develop & Implement a Fast Track Management Scheme for the Business. ❖ Provide HR support and consultation to other baby shop stores in G.C.C. Key Results/ Achievements: ❖ Designed, developed and delivered training programmers ranging from half day to two days on Induction, Time Management, Leadership Skills, and Team working to the 39 Area / Store Managers as well as Customer Service to the 590 staff employees of the company. These modules were also forwarded to other stores in G.C.C. ❖ Recruited over 150 sales associates worldwide including those from Philippines, Egypt, SriLanka, Nepal as well as India to meet business needs after preparing detailed organograms for each stores and clear job descriptions for each role. ❖ Facilitated the process of making of modules on product knowledge for all 5 major departments of the business. ❖ Initiated the process of circle meetings every fortnight amongst staff employees with a view to provide recognition as well as opportunities of expression to high performers. Conceptualized and implemented a Fast Track Management Scheme resulting in delivering of over 10 managers to the business. ❖ Worked along with Corporate IT department to implement HRMS – Oracle. ❖ Successfully streamlined systems pertaining to recruitment, training and performance management by instilling rigour in the process and thereby ensuring credibility to the activities. Created policy and procedures manual including sections on terms of employment, health & safety, staff accommodation, recruitment for store/regional managers in order to reduce the num