Chief Learning Officer

• Jul 2021 - Present

Associate Manager Learning & Development

• Oct 2020 - Apr 2021

Assistant Manager Learning & Development

• Oct 2017 - Sep 2020

Reporting to the Director HR for the overall responsibilities of the L&D Function of the HR Department.Learning & OD:• Develop an L&D strategy aligned with the overall business strategy.• Conduct Learning Needs Assessment to clearly understand and define the performance gaps• Devise an effective Learning & Development Plan to cater the performance gaps• Conduct Learning & Development interventions for all levels (Senior Management, Middle Management, Field Force and Staff)• Measuring L&D effectiveness by using the Kirkpatrick Model• Branding L&D interventions on Company’s Website and Social Media• Manage L&D activities as Power User by using Oracle’s Taleo Learn• Coordinate with Training Providers for external L&D programs, Open enrollment programs, Public Workshops, and Conferences.Coaching:• Working as an In-house Coach for the Middle and Senior Management of the company• Designed, and facilitated a 2-Day Coaching program “Coaching for Excellence” for the Senior Management. • Designed and implemented a one-on-one Coaching Program “Coaching Conversations” during COVID-19 as a part of HR’s Employee Wellbeing initiative.Shared Services: Providing shared Learning & OD services to the Métier Groupe – A sister company of Brookes Pharma.• Conduct Learning Needs Assessment to clearly understand and define the performance gaps• Devise an effective Learning & Development Plan to cater to the performance gaps• Conduct Learning & Development interventions for all levels (Senior Management, Middle Management, Field Force and Staff)• Plan, Coordinate, And Execute Annual Employee Engagement Retreat with the support of the HR team of Métier.• Designed and implemented Action-Oriented Learning & Engagement Program “Learning by Doing” for the Non-Management employees of Métier.

Assistant Manager - Training & Development

• Feb 2016 - Oct 2017

• Identify Training Needs through a comprehensive Training Need Assessment TNA exercise• Based on TNA results, design a training calendar with the consultation of respective business units or departments.• Prepare and estimate training budget based on TNA results and designed training calendar.• Design customized training content based on the current job need with the consultation of business units.• Design training brochures and flyers by using software such as Adobe InDesign and Illustrator.• Prepare and maintain training manuals and records• Design and prepare training activities, exercises and presentations• Execute training programs for employees at different locations• Prepare and share post-training feedback and reports with respective business units.• Conduct orientation to newly hired employees• Communicating with external training vendors for public programs and in-house customized programs.

HR Executive

• Jul 2015 - Feb 2016

TCS operates with over 10,000 people, 24/7 state-of-the art call center, 722 Express Centers, dedicated Boeing 737, 400+ satellite tracked vehicles and operates in 3,500+ destinations worldwide. For Corporate customers "Supply Chain Solutions" is at the core of what we do.Strategic HR Management - In consultation with the Area Committee; prepare and implement the annual HR Plan to support the overall strategic aims and objectives of the Committee. Talent Acquisition:To provide support to managers in the recruitment of all staff. To participate in the selection of staff, as appropriate. To manage the recruitment function to ensure the recruitment process is operated efficiently in support of the company as a whole, whilst driving continuous improvement.Employee Relations:To work closely with senior and line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management etc.), in order to ensure a consistent and fair approach to people management. To keep up to date with legal developments and advise management on compliance. To provide advice and guidance on individual employee relations cases, ensuring that these are well managed and meet the requirements of the policies, best practice and employment legislation. Learning and Development: In consultation with line managers, follow up individual development needs and source external training provision as and when required, monitoring training costs against budget. To administer the evaluation of all learning and development activities.

Training Executive

• Nov 2013 - Jun 2015

DNA (Development Needs Analysis) Source: KirkPatrick Model.Content DesigningTraining DeliveryMonitoring CostDeveloping Training ReportRecording Training FeedbackPlanning & Executing Employee Engagement ProgramsCoaching Employees for Career Development

Program Manager

• Jan 2012 - May 2013

Planning and Executing overall Program activities; i.e Proposal Writing, Meeting with All Stake holders, vendor Management, Record Maintaining, Collaborations with different institutes on different programs.Organizing series of Public and customized youth led initiatives.Building a Team of dedicated individuals across Pakistan who will perform as Ambassadors.Reporting to CEO on Weekly basis regarding All activities Initiating different programs with development sector.

Program Facilitator

• Jan 2011 - Dec 2011

Program Facilitator for Pakistan's Largest Youth gathering Conference (Youth Xpo)Planning and Execution of Public Programs: i.e Program Designing, Vendor Management, Cost Control.Leading Youth led initiatives in developing areas of interior Sindh. Program Facilitator for Pakistan's Largest Youth gathering Conference (Youth Xpo)Planning and Execution of Public Programs: i.e Program Designing, Vendor Management, Cost Control.Leading Youth led initiatives in developing areas of interior Sindh.