Spearheading the People Success division for South and Central regions, responsible for nurturing high performing teams consisting of 1200+ employees, and helping them deliver transformational tech solutions through the best employee experience, continuous improvement plans, rewards and recognition programs and a challenging but fun open work culture. Mentoring a 6 member team.

Lead the overall strategy, design and implementation of all HR initiatives, policies, and procedures for DH Corp. Officiated as the HR Board Committee Secretary, proposing to the HR Board matters for review that are significant or have financial impact, such as annual budgets, increments, remuneration structure and policies, and hiring and performance of statutory positions. Member of SpeakUp Committee, established to ensure a harassment free culture, and safeguard employees' boundaries and ethical needs. Recent Assignments: • A revamp of the performance management process at DH through a change in tier rating scale and leadership competencies evaluation through 360 feedback. • A revised grading structure, a simplified TR structure and amended TR bands.

Managed the talent acquisition, talent management, rewards functions for DH Corp. A few of my favorite HR projects that I've undertaken: • Rewards Philosophy: In partnering with Korn Ferry, Job Evaluation for unique positions, aligning levels to Hay Reference Levels and standard job families, using Hay pool of Pay Data in order to evaluate standing against comparator market and ensure fairness and equity. • Design Variable Pay Design by provide recommendations on funding, threshold, performance parameters etc. and using financial simulation to estimate financial impact of VPP in order to ensure compensation based on company's nature of business. • Parallel Pay Equity Analysis derived from Mercer's Total Remuneration Survey and Job Evaluation using Mercer International Position Evaluation (IPE) methodology for comparison and consistency. • Diversity, Equity and Inclusion Policy and Action Plan: Established a DEI policy, and conducted baseline DEI assessment to gauge DH Corp Current State using GDEIB (11 relevant DEI categories under the 3 Bridging, Foundation and Internal Categories). Opportunities to deepen DEI commitment were identified with a 3 year action plan to achieve DEI target level 5 of best practice, and monitoring progress under the formation of a DEI Committee. • Employee Wellness and Culture: A special focus during COVID by establishing a flexible work procedure, and mental health encouragement through partnership with Saaya Health and counselling sessions for employees with corporate psychologists. • A Succession Management Program for Critical Positions and Development Program for HiPos using a measurement based the value of the job, the business continuity link, retention and attrition risk, loosely inspired by McKinsey's Talent to Value Methodology. Includes career progression model and learning plans to bridge competency gaps.

Lead a team of 5 in setting the strategic division of HR, responsible for revamping and standardising policies and procedures. Oversaw the talent acquisition, performance management, talent development and rewards functions. Successfully implemented the first ever online assessment with automated scoring, multilevel reports for over 4500 applicants for the Assurance Trainee program at 3 different cities. Implemented pay scale adjustments for audit trainees and recommended a monetised car allowance scheme for managers & above.

Worked with the CEO to develop and execute the HR plan in alignment with the organisation’s vision and objectives. Officiated as the Secretary to the Board’s HR Committee and represented HR in leadership and board meetings.

Org Design and Job Analysis: Assisted top management in designing the structure of different departments and overall organization. Analyzed jobs in terms of purpose, tasks/responsibilities, required functional competencies, qualifications etc. Engaging Talent and Employer Branding: Lead and promoted organizational change and culture development. Designed, conducted and analyzed employee opinion surveys, and implemented employee recognition programs. Arranged employee teambuilding events, social activities, CEO town-halls and managed employer branding initiatives. Talent Planning, Acquisition & Separation: Developed the manpower plan and HR budget annually in accordance with the organization’s workforce strategy. Managed the entire talent acquisition process and orientation for new hires. Managed the separation process from resignation/dismissal to final settlement. Top Talent Management: Executed the capability review process (potential-performance assessment, attrition risk assessment, critical positions identification, and successor identification). Developed successor plans for each critical position. Admin Support: Coached, and managed performance of the admin team at all locations. Authority for vendor and admin expense approvals.

Helped set up an end to end state of the art Talent Acquisition Solution competing against best industry benchmark. Executed the entire recruitment cycle, including sourcing for creating a talent pool, scheduling, coordinating with the business, interviewing, compensation preparation, extending offers, and ensuring all positions are manned with the right quality resources in a timely fashion.

Learning & OD – Worked with the business to identify learning needs in the organization, thereby developing and managing the delivery of training curriculum and skill enhancement programs. Designed and put in place a new performance management framework, incorporating a 5 tier rating scale. People Services – Prepared a comprehensive 3P policy and SOPs that described roles, responsibilities, and guidelines for all OSP services and relevant KE departments. Ensured compliance of 3P policy, including timely issuance of quality PPEs, Uniforms, ID cards, EOBI and Life Insurance cards, and processing of final settlement and gratuity. HR Business Partner, G&T – Designed and executed employee engagement activities across Generation plants, in order to propose solutions to plant specific critical issues & employee grievances. https://twitter.com/kelectricpk/status/728600486559932418

As a freelance writer, I've penned down both fiction and non fiction material on a broad spectrum of genre. I can swiftly edit, proofread and write reports, conversational blogs, magazine articles, case studies, marketing pieces, cover letters, and resumes. I am well versed in Search Engine Optimization (SEO) writing and academic writing.

This project was part of the final year group-based Experiential Learning Program for BBA students of IBA. I was responsible for planning and executing digital marketing strategies for the television cricket game show ‘Muqabla Josh Ka,’ DAWN News’ cricket world cup television game show of 75 episodes. I was also responsible for devising show format, producing content for televised segments, and supporting print and digital promotion collateral. In addition, I assisted in executing the shooting schedule to facilitate smooth operations of show production.

Collateral Development My main project consisted of collateral development. I had to work with different advertising, media and digital agencies in order to structure and implement various marketing promotions and schemes such as insertions of print ads, radio spot release plans, and branded SMS plans. I was also in charge of overlooking the development of various artworks, such as flyers that were to be distributed bearing special promotions. Market Brief I had to conduct detailed market research, reporting and forecasting in specific product segment such as LED bulbs and geographic areas in order to figure out what exactly customers and consumers want in terms of new experiences, products and services. This was supposed to support increased sales through the definition of local product/service portfolios, pricing structures, product launch campaigns and marketing communications plans, exploration of new markets and creation of compelling new value propositions. Retail Branding I was also required to help execute an update to Philips’ retail branding. This involved development of artwork such as shelf talkers, shelf wings and backlit boards, promotional artwork such as buntings and banners and arranging for promoters and obtaining quotations from agencies for the estimated costs.

Worked as the creative/marketing director of various events of IBA's Dramatics Society, such as IBA Drama Fever 2012, Fringe 2013, and Theatron 2014 - a national level dramatics competition held at the amphitheater at IBA. I was responsible for creating posters, logo designs and videos for promotional campaigns, event decor, costumes, and the overall online brand presence. https://ssla.iba.edu.pk/theatron.php

Interned in Global Community Development Program in Kocaeli, Turkey, where I would teach high school students English language, and soft skills through interactive mediums. Acted as the brand ambassador of Pakistan.