Experience

E3 Collaborative LLC

• United States
• Non-profit Organizations
• 100 - 200 Employee

• Manager Human Resources (Head of HR)

  • Apr 2011 - Present

   Provide strategic HR support, country unit plans, budgets & people plans to AKF, AKRSP, Accelerate Prosperity, agencies & Helicopter wing.  Collaborate with SMT to understand goals & strategy related to staffing, recruitment, retention and to align the needs with the strategic plans of AKF.  Act as an HR Business partner & provide technical guidance on coaching & mentoring, organisational culture, HR & financial impact on AKF.  Develop & implement an annual agenda for HR strategy in line with the organizational plan.  Ensure HR plans support the needs of AKF & are agile to cope with changes.  Lead on areas like performance management, talent management, succession planning, employee relations, staff well-being, recruitment, onboarding & exit of staff.  Conduct TNA & designs & implement a training plan with input from business heads. Prepared & implemented a Learning & Development Plan of staff based on 70-20-10 concept.  Provide advice on HR best practices & labor laws.  Created forums like Wednesday Afternoon Talk, Gender, & online spaces on MS Team for discussions & L&D.  Developed & implemented an effective PMS in-line with the AKDN PMS.  Deal with any performance, discipline, or grievance issues in a legally compliant & professional way.  Designed & rolled-out Management Trainee Program.  Conducted Salary Surveys to maintain the competitiveness of compensation & benefits component to strengthen the retention strategy.  Developed & implemented HR policies, incorporated Women Protection Act, Safeguarding & Safe environment policies.  Organized sessions on Gender, the women protection act, workplace harassment issues, etc.  Ensure policies & procedures are legally compliant.  Working closely with AKF-G to make the processes more efficient & robust & in the implementation of HRIS.  Coordinated with AKF-G & McLeans for the successful completion of Staff Engagement Survey.  Working as Child Protection Officer. Show less



Team

• Non-profit Organizations
• 200 - 300 Employee

• General Manager Human Resources

  • Apr 2007 - Mar 2012

  Enhancing the company’s performance management system to ensure it delivers the needs of the business, managers and employees. To devise, implement and evaluate frameworks and programs which allow employees to develop their competency and capability and enable career progression. To prepare and review annual HR budget. To recommend & implement policies, strategies and practices in line with industry best-practices and business needs for the company to the COO. An active member of the Senior Management Team in assisting the COO with the strategic development and direction of the Company, aligning HR policies, procedures and practices to these corporate strategic aims. To implement regular Talent Hunt and succession plan reviews. To identify, adopt and promote sound people management practices (including performance management, development activities, employee relations practices) consistent with that of an ‘employer of choice’ brand. Developed appropriate employment practices to improve the retention of existing employees and aid the attraction of quality job applicants. Identification, implementation and evaluation of individual, functional and organizational training needs within budgeted resources. To manage assigned personnel to ensure training and development plans are formulated and to assess training needs annually. To promote and achieve effective performance management addressing sickness absence and under-performance issues, together with effective use of staff appraisal. Develop new and effective methods of staff communication. Ensure the integrity and robustness of all contractual and legal matters, working closely with legal advisors and an Inquiry member of Disciplinary Committee. Assisting COO in policy and procedures of NCHD including ESTA Code. To ensure reward system is fairly applied across NCHD. To liaise with Government bodies like Establishment Division and Cabinet Secretariat on regular basis. Show less



Ericsson

• Sweden
• Telecommunications
• 700 & Above Employee

• Assistant Manager Human Resources

  • Jun 2006 - Apr 2007

   To create, implement and review training and development plans to minimise future skill shortages and maximise business performance.  To facilitate, advise and develop cohesive programming for the Senior Management Group, promoting business acumen, innovation, strategic plans and change management fluency.  To coordinate with Management Team for delivering bespoke HR solutions to strict time/cost/performance parameters.  To manage the training team and the central training budget.  To advise Management on all training strategies adopted for in-house/on-site training, external resourcing and organisational tasks.  To ensure the training team provide a cost effective and efficient performance, meeting Management and Company expectations.  To be a pro-active member of the HR and the management team.  To assess the needs of the Target Group.  To conduct GAP Analysis.  To maintain all the documentation regarding Competence Development.  To negotiate with Trainers and Consultants.  To raise the level of Competence Development.  To maintain itemized costing with respect to employees and departments.  To impart Management Recruitment Training.  To conduct feedback after every training and to evaluate its effectiveness.  To organize materials for various training sessions, to register participants, prepare venue and catering.  To make contracts for the Training Consultants.  To prepare correspondences, document invoices, including materials for payment of trainers/consultants.  Reporting to GM HR and being a primary interface for all HR issues. Show less



Nokia

• Finland
• Telecommunications
• 700 & Above Employee

• Project/Training Coordinator

  • Jan 2005 - Jun 2006

   Assessing the need of staff for Alcatel working on telecom project.  Liasing with HR and Management department to determine the staff requirements for the projects.  Assisting CTO in producing a comprehensive staff allocation plan, on completed phases of project regarding services and maintenance.  Review and process claims of project staff such as overtime, mission and reimbursements.  Liasing with HR department regarding job description and contracts of newly hired employees.  Organizing and conducting induction training sessions for all the new employees of the project.  Conducting interviews to assess the need of trainees.  Developing an effective training program inline with both employee and company requirements.  Designed an online course evaluation system as well as a web-based system.  Planning, budgeting, scheduling, appointing and monitoring both in-house and global trainings.  Maintaining updated personal, living and traveling records of national and international staff assigned on projects to ensure accuracy of information.  Counseling international staff regarding health & safety issues and government rules and regulations.  Liaise with admin staff regarding international staff stay, transportation and renewal of official visa/documents.  Providing support at TAC level II & III.  Responsibility for ensuring that the Service Level Agreements (SLAs) between the customer Alcatel are fulfilled through proper case management.  To ensure proper and consistent communication of status to the client & Alcatel’s Management in accordance with SLA’s and maintenance agreements.  Coordinating with Alcatel France, Egypt, Pakistan and Mobilink  Guiding and supervising Support/Maintenance Engineers under Operations unit.  Providing Assistance to Mobilink Logistics.  Responsible for uploading and downloading of project details using web-based tools on Alcatel Intranet. Show less



Connect World UK

• HR/ Recruitment Executive

  • Feb 2001 - Dec 2004

   Liaising with managers to define staffing requirements and overseeing the entire recruitment and selection process including producing job descriptions, advertising and conducting interviews.  Producing offers of employment in line with company policy and managing the induction process for new employees.  Interviewing potential recruits and appointed staff.  Carrying out all required pre-employment checks to ensure that candidates are qualified for job.  Carrying out regular reviews of and surveys of the terms and conditions of service and employment benefits and updating when necessary.  Conducting annual performance reviews involving setting goals, identifying training requirements and providing constructive feedback.  Developing and implementing training programs in line with both employee and company requirements.  Ensuring strict company policy when dealing with grievances, formal warnings and termination procedures.  Maintaining all personnel records including contracts, leave records, salary progression, bonus letters, medical examinations, anniversaries, renewal dates, and training and appraisal records.  Conducting interviews, setting up In-house training programs and analyzing the need of training in various departments.  Assisting HR Director with company policies, pay schemes and pensions.  Assessing various employment issues, assuring that employees are well aware with the company policies.  Checking Health & Safety measures on various sites and preparing on site training for labors.  Ensuring that all employees are adequately covered for health and life insurance and providing a counseling advice service to employees as required. Show less