Experience

Brand Aid Advertising

• Pakistan
• Advertising Services

• Head of Human Resources For Middle East

  • Nov 2021 - Present

  •Developing and implementing HR strategies and initiatives aligned with the overall business strategy. •Bridging management and employee relations by addressing demands, grievances. •Provide reports on all areas of HR, Payroll and Learning and Development, including the application of Employment Law, HR policy, best practice and workforce development. •Advise and strategise on the development of effective employment policies across the company. •Provide professional leadership, support and development to HR staff, in order to increase knowledge, share best practice and to ensure that relevant professional standards are met. •Ensure that the company complies with current regulations, accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety). •Manage the execution of the HR Strategy and core areas of the HR department including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget. •Drive the continuous improvement agenda with focus on engagement & welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability. •Take a lead role in transforming and strengthening the organisational culture, ensuring that the company values and approach are displayed. •Execute a plan for diversity, equality, and inclusion that aligns with company values, business strategy and commitments. •Regularly coach, mentor and support senior and high potential colleagues to identify individual strengths and development needs, develop and maintain effective relationships and encourage retention. •Ensure managers are sufficiently skilled and enabled to access appropriate guidance and information to manage workforce issues



L'Oréal

• France
• Personal Care Product Manufacturing
• 700 & Above Employee

• Zone Human Resources Manager - Middle East & Africa

  • Jan 2014 - Nov 2021

  •Take care of all or part of human resources development on a unit scale•Manage a team of 10 employees under my structure by monitoring the development of expertise & Skills•Coordinate all activities and processes involved in a personnel pay and administration department•Define and supervise pay completion and verification processes, determine payment schedules while taking responsibility for compliance•Draft and update the procedures and checks associated with matters of administrative management and pay•Respond to mandatory inquiries, and to internal and external checks and audits•Consolidate accounting data and liaise with fiscal and financial departments•Advise local human resources managers on matters relating to pay and administration•Provide employees with personalized advice on topics linked to personnel administration•Align internal practices with local labor laws•Manage a team while remaining aware of developments in expertise and skills and Participate in the recruitment of employees for positions in pay and personnel administration•Plans, organizes, manages and follows up internal/external resources in order to deliver the project/program within the defined standards, budget, deadlines and quality requirements•Participate in the definition of the business case, cost model and overall objectives for the project/program•Define and monitor the project/program plan, budget, activities, methodologies, resource and responsibilities allocation (internal/external)•Define the implementation strategy of the program/project and supervise the change management activities including training, user support and communication•Define and organize project/program steering activities, advise and review the overall plan and status of the project/program•Track project/program risks and decide on corrective measures and/or any trade-offs needed to achieve objectives and minimize delays and costs

• HRIS Manager - Middle East & Africa

  • Jan 2014 - Nov 2021

  •Build HR strategy for his/her unit or BU according to business issues, and define the HR master plan through deploying Group projects•Attract, select and identify talent by ensuring direct career management and lead succession plans in order to develop the motivation and commitment of talent, to reinforce retention and to ensure optimization of skills within the Group, in particular through training needs•Ensure social and legal compliance, at both individual and collective levels, and take responsibility for the reliability and punctuality of orders for payroll transfers•Anticipate and accompany the needs of the head of the unit and of his/her management committee, and facilitate organizational changes, consulting with managers and operations managers as a business strategic driver•Direct HR performance through L’Oréal's key performance indicators (KPIs, workforce, payroll, Group targets, etc.) and associated reporting•Attract, select and identify talent, and direct career management and succession•Implement the MAP process and individual payroll revisions alongside the DHR, in particular through verifying the pay scale of each associate, analyzing differences when compared with the market and discussing pay decisions with managers and associates•Ensure legal security at both individual and collective levels, as well as compliance with HR processes and practices, according to applicable legal provisions, in consultation with managers•Outline business issues for his/her unit in terms of HR issues and projects, anticipate and accompany operational requirements and organizational changes, acting as a business strategic driver•Consolidate and analyze HR key performance indicators (KPIs) and annual reports for his/her area of activity, according to defined objectives•Strengthen and promote L’Oréal's image, as well as its diversity, by ensuring respect for the Group's values and code of ethics

• Compensation & Benefit Manager including Payroll & Administration Manager Functions - Middle East

  • Oct 2010 - Dec 2013

  •Direct and support the implementation of pay and social benefits policies, procedures, and plans.•Advice, in partnership with the corporate team, Headquarters, and Human Resources teams, on matters of pay and social benefits in order to ensure the competitiveness of pay from both a collective and individual perspective, paying particular attention to talent by suggesting corrective action plans if necessary. •Direct the process of pay revisions, conduct regular analysis on the competitiveness of pay and social benefits practices, and make decisions on any variances noted. •Define and supervise procedures and apparatuses for pay and social benefits. •Design methods enabling the improvement of employment policies and local practices in order to ensure their compliance with the Group's legal provisions and policies. •Monitor the quality of the process, in particular the exactness of pay information and HRIS (Human Resources Information System) data. •Supply information, statistics, analysis, and simulations on salaries. •Handle relationships with service providers in order to ensure the best cost-benefit ratio and adherence to rules in force within the Group. •Manage a team by monitoring the development of expertise and skills.•Prepare and coordinate the process of salary revision.•Update and ensure the reliability of information contained in databases linked to pay.•Plan and follow-up results of local and national inquiries into matters of pay, be aware of developments in the market.•Implement procedures and apparatus for pay, payroll, workforce management, and payments remaining vigilant of their legal compliance in partnership with Finance.•Prepared to formulate opinions and make suggestions about developments in matters of pay, pensions, and insurance systems.



SPAN Group

• United Kingdom
• Retail Office Equipment

• Business Development Manager & Senior HR Consultant

  • Jan 2008 - Sep 2010

  • Manage workflow to ensure all payroll transactions are accurate and timely • Ensure individual employee with holdings are correctly applied in the payroll system • Reconcile payroll prior to final calculation, processing, and validate confirmed reports • Handle year-end payroll processing and corrections • Troubleshoot time entry problems and reconcile discrepancies with various incentive, deferred, or other payment processes • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. • Analyze training needs to design employee development, language training and health and safety programs. • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices. • Conduct exit interviews to identify reasons for employee termination. • Investigate and report on industrial accidents for insurance carriers. • Represent organization at personnel-related hearings and investigations. • Prepare personnel forecast to project employment needs. • Prepare and follow budgets for personnel operations. • Develop, administer and evaluate applicant tests. • Develop and/or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. • Provide terminated employees with outplacement or relocation assistance. • Contract with vendors to provide employee services, such as food service, transportation, or relocation service.



Al Ramz Capital

• HR Specialist & Systems Consultant

  • Jan 2006 - Dec 2007

  • Generate Payroll for all Branches (Multi currency) and sending Pay slips • Handling all accounting issues related to the company (invoice, vouchers, payments…). • Purchases and site expenses. • Coordinate internal and external training opportunities in support of existing operational need and future strategic needs. • Guide the recruitment process to ensure consistency and fair application throughout the selection process. • Design and participate in the delivery of new employee orientation program. • Coordinate and manage employees’ appraisals process. • Assist in developing employees’ career path to all employees and succession plan to managerial positions. • Review, update, and prepare employees contracts regularly. • Update and maintain the Human Resources Information System and employees files. • Acting as a role model for leadership and cultural development across the company. • Communicate with all external markets employees to support their functions. • Follow up all administrative activities related to department’s employees.



Business Systems House

• Oracle HR Application Developer

  • Dec 2002 - Dec 2006

  • Developing and Support Clients in Generating Payroll, Time Attendance, Personal and all HR Modules. • Develop and Support database applications. • Design the database structure for an application. • Specify modifications of the database structures for the application. • Internet/Intranet Application development experience • Experience of the complete Development Lifecycle • Relevant Project/Work(HR and Financial Software): Dubai Islamic Bank, Abu Dhabi Islamic Bank, Fucom Bahrain, ACC Kuwait, KREB Kuwait ,IRC Dubai, CME Dubai, Al Fardan Exchange, Amlak Dubai, Abu Dhabi Commercial Bank, Qatar Commercial Bank, Zayed University ,Tanmia Dubai, Tech Data Dubai, Panda KSA, Arabian Insurance Lebanon ,Wataniya Dubai, Transmed Dubai, Al Ramz Securities Abu Dhabi