Responsible for diagnosing, developing, and implementing end-to-end Talent & OD initiatives with a strong emphasis on utilizing ‘E-Learning Channels’;
Utilize social media and other channels for Recruitment and communicating Company’s brand and culture;
Spearheaded HR planning in the organization by developing Functional Layout, Organogram, Hiring and Placement Play, and Payroll administration in Oracle 11g application;
Working on UN SDGs with various local and international Lenders / Contractors (EPC) as well as implementing a few suitable for the local sector;
Identify Security Risks and collaborate with internal & external stakeholders to take necessary measures to effectively manage security concerns at Plant and offices; liaison with Government departments;
Manage ‘Performance Management Cycle’ for employees, EPC contractor and sub-contractors and furnish reports to BOD accordingly;
Lead IR & Social Compliance; initiated improvement plans including ‘Stakeholders Engagement’; liaison with Govt. sectors for EOBI, SESSI, Inspections.
Communicate plans to Lender and Board regarding HR Budget, Environmental & Social Compliance, and CSR activities

•Leading HR function, re-design process, policies and Talent Management Strategy.
•Develop sourcing channels such as liaise with Business Schools, Culinary institutes, Social Media, Camus Ambassador, Job Fairs and Management Trainee Programs (Business & Engineering) for maintaining Talent Pipeline.
•Ensure monthly requirement of Kitchen & Service Staff, Customer Services, Cashiers, Sales Executives, General Administrations Staff.
•Institute Organizational Diagnosis tools (e.g. AKDAR Model) to identify Organizational Performance Gaps and recommendations
•Established HR metrics to present to the Management, success of HR initiatives / process on monthly basis.
•Conduct organizational wide ‘Retail & Operation Staff Training’ on ‘Enhancing Customer Experience’ and optimize operations.
• Develop Performance Management framework & implement (KPI) system across the company & Training Interventions to meet employee Skills deficit.
•Responsible to provide seamless support to the entire staff at all sites/locations across the country.
•Assist top management in implementing diversity programs throughout the organization
•Render advice to the top management on matters related to Talent Management, Compensation finalization, Organizational Issues and in dealing with Labor Department, SESSI & EOBI officials.
•Responsible for upkeep of Head Office Building and supervise general administration staff for routine Admin duties.
•Coordinate with Suppliers and vendors for Fleet Management and procurement of Office supplies & equipment.
•Implement ‘Change Management Initiatives’ according to Organizational goals i.e. ERP implementation, Employee Onboarding Kit, Employee Engagement Programs, Succession Planning and Management to Employee Communication Channels.
•Introduced the concept of ‘Net Promoter Score’ for first time in Retail Sector – overseeing entire process of Mystery Shopping and Matrix of Customer Experience to predict business growth.

Establish a fully functional Learning & Development Unit to cater learning needs of 2,670 employees based in over 40 cities;
Keep track of departmental KPIs progress;
Conduct regular field training sessions for Sales and Customer Services Staff. Visited 26 cities to collect the data;
Leverage internal and external resources for the rollout of learning programs and updating learning modules;
Institute ‘Competency Model’ as per the requirement of each Division; based on ‘Need Analysis’;
Improve the quality of learning initiatives by regularly reviewing learning material, delivery methods, sharing learning analytics & reports;
Develop and execute organization-wide ‘Annual Training Plan’ and publish a monthly report;
Lead capacity building program for every new branch; launching branch and ensuring smooth operations before handing to BU Head;
Manage the life cycle of a learning program that certifies ongoing position growth within the company, and tracks progress toward learning objectives by calculating ROTI of major learning initiatives;
Review HR policies & procedures and offer recommendations;
Assist in the execution of ‘Succession Planning’ through ‘DISC Profiling’ in consultation with HODs / Senior Management;
Recommend “Performance Improvement Plan” for underperformers;
L&D Budget monitoring & Coordinate with Training vendors for Ex-House Training Programs;
Wearing additional cap of HR Relationship Manager for Easypaisa to assist in Talent Acquisition, Development & OD.

Act as focal person for HR & Admin affairs in Unionized environment
Directly responsible for all Staff related inquiries; Staff Graveness Processing, Charge Sheets, Show-cause and Termination/warning letters
Take an active part in CBA negotiations for union agreements and ensure timely closure with a win-win approach
Assist in developing High-Impact Succession Management Program by aligning with Group through identification by ‘Leadership Grid Model’, for Critical positions identification (15 Positions), and Role Success Profiles.
Monitoring adherence to statutory regulations, labor laws, and compliance including formulating process and documentation.
Support management in all HR activities (Recruitment, Training, Performance Appraisal& Compensation)
Supervise General administration i.e. Staff Canteen, House-Keeping, Security affairs, and procurement of kitchen & office supplies.
Full implementation of SAP HCM module including Payroll.