A proactive, adaptable, conscientious and strategic HR Professional with 14+ years of experience in HR Operations of Information Technology, Electronics & Pharmaceutical, Retail, Education &TIC industry. In quest of a lead role in HR and looking forward in acquiring highest professional standards and to thrive towards excellence while working as part of a cohesive team to yield multiple business benefits.

TUV RHEINLAND MIDDLE EAST
Designation – Human Resources Manager – UAE / HRBP India Middle east & Africa
June 2018 till date

Talent Acquisition : Responsible for manpower planning for existing and future requirements of the departments and the Business Units including budgeting for UAE & Supporting Global Recruitment for IMEA Region

Talent Management: Support change management as it relates to structures, teams and people processes through professional Performance Management. Build measures to review the success of change initiatives to validate the business impact.

Talent Development: In conjunction with the relevant Centers of Excellence, equip leaders to facilitate coaching within their teams. Review key business performance targets and their related people implications. Develop ideas and influence the direction setting to align department with corporate values related to people management

Drive business results through performance improvement, encourage, and reward behavior aligned to company leadership values.

Provide inputs on strategic HR direction and performance reporting to the BU leadership team. Create value-adding interactions with HR department resources to meet business needs. Measure and understand success of HR policies and procedures in the business to ensure that concerned COE’s are updated based on business needs and changes.

Spearheading organization structuring and change management initiatives. Providing leadership and management development programs, facilitating the company scale in a successful healthy way.

Determining the optimal compensation architecture and initiating performance oriented work culture - linking merit based remuneration with comparison ratio to counter market creep and ensure internal compensation equity

SMARTWORLD (SMART TECHNOLOGY SERVICES, DWC)
Designation – Manager – Talent Development & Learning
January 2014 to march 2018

Employee Learning & Development: Major focus on yearly Learning & Development Plan starting from TNA, Individual Development Programs, Succession Planning, Performance Management - Goal Setting, KPI setting and analysis. Part of the job includes job analysis, competency matrix and continuous and innovative ideas on employee talent development.

Learning Strategy Development: Develop the learning and talent development strategy and metrics, conduct talent development gap analysis, talent calibration and succession planning and talent identification to deliver the development of management and leadership capabilities

Performance Management: Supporting managers and employees in the performance management process and on sustaining performance management activities throughout the year while using these activities to build and maintain knowledge of "key talent" within allocated groups.

Compensation & Benefits: Designing and Implementation of various reward and benefit programs, monthly payroll management. Creation

Employee Skill / Organizational Development: Identify training/skills/competency needs within the organization. Coordinate career development, succession planning and talent management needs in partnership with line management. Develop a skills development plan for all staff within the prescribed timeframe

HR Policies & Procedures & Compliance: Implementing corporate policies, procedures and best practices by ensuring that the businesses are properly supported and developed. Expert in supporting change management,