Suhail Ahmed

• Initiated Modern Techniques for talent acquisition AI. (ATS) reduce time 60%, cost 70% and ensured competent Talent acquisition.
• Initiated HR Analytics, introduced Exit Interviews revised Compensation & Benefits policies, and decreased Staff turnover at lower levels.
• Initiated Succession Planning, identified skill Gap, up skilled and filled 25 senior positions through existing staff.
• Recruited 12 Foreign & 54 local Professionals through talent hunt to fill up job roles at Hospital /university.
• Developed HR/ Grievance policy and SOPs.
• Introduced paperless dissemination of communication among staff and students through Automation (CMS).
• Developed and implemented performance Management system (PMS) and linked with promotion, bonus, and salary increase slab.
• Introduced and implemented compensation, benefits & Reward policy, and increased employee efficiency, retention.
• Designed and delivered training for staff/ faculty and trained 98 employees.
• Carryout process reengineering, developed & Implemented online testing, and assessment, expected savings 15 million per year.

Responsibilities

• Developing and implementing effective recruitment strategies and procedures to attract and select the best talent for the organization.
• Designing and administering a comprehensive range of psychometric tests and assessments to ensure the identification and selection of high-quality candidates.
• Leading & managing a team of HR professionals to ensure the smooth and efficient execution of all recruitment and assessment-related activities.
• Collaborating with senior management and department heads to understand their staffing needs and priorities and develop appropriate recruitment and selection plans.
• Conducting regular research and analysis of industry trends and best practices in recruitment and assessment to ensure that the organization remains competitive in the marketplace.
• Ensuring compliance with all relevant laws, regulations, and policies related to recruitment and selection, as well as the ethical standards and guidelines of the HR profession.
• Developing and maintaining positive relationships with external recruitment agencies, academic institutions, and other stakeholders to enhance the organization's reputation and profile as an employer of choice.
• Providing guidance and support to managers and employees on all aspects of recruitment, assessment, and selection, including job analysis, candidate screening, and interviewing techniques.
• Overseeing the design and implementation of effective onboarding and orientation programs for new hires to ensure a smooth transition into the organization.
• Monitoring and evaluating the effectiveness of recruitment and assessment processes and procedures and making recommendations for improvements to enhance the organization's talent acquisition capabilities.

Highlights

• Conducted a comprehensive review of HR policies and developed an HR manual for the university.
• Successfully redesigned business processes, resulting in a 60% reduction in costs, a 90% reduction in time, and an 80% customer satisfaction rate, while maintaining quality and service.
• Implemented a talent hunt strategy to hire 14 senior level management and foreign faculty staff.
• Created a swift service for the issuance of degrees and certificates, resulting in an additional revenue of Rs 20 million per year.
• Developed reward and benefits policies for faculty and staff, resulting in a 35% increase in employee satisfaction and motivation.
• Established yearly talent development plans and ensured up skilling of 215 faculty members and staff.
• Realigned staff job descriptions with organizational objectives.
• Created an online payment system for honorarium and other financial benefits for staff and faculty, saving 70% time ,28% funds by controlling financial misappropriation.
• Implemented digitization in HR, revised policies, controlled absenteeism, and improved employee performance, resulting in effective service delivery.
• Maintained harmonious Employee relations, resulting in zero strikes or lockouts.
• Restructuring efforts that reduced the number of employees in the HR/ Admin department by 16.
• Revised and developed policies, resulting in an additional revenue of Rs 18 million in 2017 and Rs 21 million in 2018.

Responsibilities

• Developing and implementing recruitment strategies to attract the best candidates for open positions in the university, including creating job descriptions and posting job openings.
• Designing and administering employee testing programs, including pre-employment tests, background checks, and drug screenings.
• Conducting interviews and selecting candidates who meet the university's standards for education, experience, and skills.
• Managing the university's HR database and ensuring that all employee records are accurate and up-to-date.
• Collaborating with department heads to identify staffing needs and developing plans to address them.
• Developing and implementing employee retention strategies, including training and development programs, career advancement opportunities, and competitive compensation and benefits packages.
• Managing the onboarding process for new employees, including conducting orientation sessions and ensuring that new hires have the tools and resources they need to succeed.
• Developing and implementing HR policies and procedures that comply with legal requirements and support the university's mission and values.
• Managing the university's HR budget and ensuring that all HR activities are conducted in a cost-effective manner.
• Supervising and providing guidance to HR staff, including recruiters, HR generalists, and administrative assistants.

Highlights

• Reduced overtime work payments up to 23%, by implementing strategies such as optimizing scheduling, improving workforce productivity, streamlining business processes
• Drafted effective Job advertisements for newspaper, LinkedIn, social Media to attract higher quality and more diverse pool of candidates
• Conducted job evaluations using the Hays Job evaluation method.
• Successfully managed a team of 220 associates across a variety of businesses, including retail stores, gas stations, service stations, and restaurants.
• Served as a resource and advocate for employee concerns, needs, and suggestions, providing guidance to employees on resolving problems related to employee relations, benefits, and company policies.
• Provided direct support to the business chain's leadership team.
• Maintained hormnoius Employee Relations .
• Drafted employee contract agreements, ensuring compliance with legal requirements and company policies.

Responsibilities

• Recruiting, selecting, and onboarding employees for the company's various positions, including sales associates, cashiers, and service technicians.
• Developing and implementing HR policies and procedures that comply with legal requirements and support the company's mission and values.
• Managing employee records and ensuring that all HR activities are conducted in a confidential and secure manner.
• Managing employee benefits, including health insurance, retirement plans, and paid time off.
• Managing payroll processes, including calculating employee hours and wages and ensuring that all employees are paid accurately and on time.
• Conducting performance evaluations and providing feedback to employees to help them improve their performance and achieve their goals.
• Managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Coordinating training and development programs for employees to help them improve their skills and knowledge.
• Managing the administrative functions of the business, including office supplies, equipment, and maintenance.
• Ensuring that the business complies with all relevant labor laws and regulations.

Responsibilities

• Developing and implementing HR policies and procedures that comply with legal requirements and support the university's mission and values.
• Developing and implementing Testing, Examinations, and recruitment and selection strategies to attract and retain the best candidates for open positions in the university.
• Conducting job analysis and developing job descriptions for various positions in the university.
• Managing the employee testing programs, including pre-employment tests, background checks, and screenings.
• Designing and conducting employee training and development programs to enhance the skills and knowledge of the university's workforce.
• Managing the university's payroll, benefits, and compensation programs.
• Developing and implementing employee retention strategies, including career advancement opportunities, performance evaluations, and competitive compensation and benefits packages.
• Managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Providing leadership and guidance to the HR team and ensuring that all HR activities are conducted in a professional and efficient manner.
• Collaborating with senior management and department heads to identify staffing needs and develop plans to address them.
• Ensuring that the university complies with all relevant labor laws and regulations.

Responsibilities

• Conducting needs assessments and developing recommendations for organizational development initiatives for World bank Funded Project (Sindh On Farm Water Management Project ).
• Developing and implementing HR policies and procedures that comply with legal requirements and support the project's mission and values.
• Developing and delivering training and development programs to enhance the skills and knowledge of project staff.
• Conducting job analysis and developing job descriptions for various positions in the project.
• Supporting the recruitment and selection process for various positions in the project.
• Managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Developing and implementing compensation and benefits programs for project staff.
• Ensuring that the project complies with all relevant labor laws and regulations.
• Developing and implementing employee engagement programs to foster a positive work environment.
• Providing leadership and guidance to the project team and ensuring that all HR activities are conducted in a professional and efficient manner.
• Collaborating with senior management and department heads to identify staffing needs and develop plans to address them.

HighLights

• Fifteen senior staff members were recruited for the recently established Khairpur Medical College through a combination of succession planning and talent search efforts.

Responsibilities

• Developing and implementing HR policies and procedures that comply with legal requirements and support the University's mission and values.
• Leading the Talent Acquisition process for various positions in the University/ hospital, including Faculty ,physicians, nurses, and administrative staff.
• Conducting job analysis and developing job descriptions for various positions .
• Developing and implementing HR planning and development programs, including performance evaluations, career development, and succession planning.
• Managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Leading the design and implementation of compensation and benefits programs for hospital employees.
• Developing and implementing training and development programs for employees to enhance their skills and knowledge.
• Leading the design and implementation of employee engagement programs to foster a positive work environment.
• Providing leadership and guidance to the HR team and ensuring that all HR activities are conducted in a professional and efficient manner.
• Collaborating with senior management and department heads to identify staffing needs and develop plans to address them.

As Director of HR & Admin and Employee Relations was to ensure a productive and engaged workforce to support the organizations mission .I played a key role in recruiting, developing, and retaining top talent and employee relations, to ensure its continued success in the energy industry.

Highlights

• Increased recovery rate up to 25% in June 2011 than in the year 2010 by developing and implementing HR strategies such as talent development, goal setting, reward management, and harmonious Employee relations.
• Accomplished outsourcing of 400 staff in 2009, resulting in savings of 48 million per year, by effectively planning manpower and HR strategies.
• Initiated, developed Health & Safety trainings, material strategies and reduced Human Losses up to 60%
• Efficiently carried out recruitment and selection of 740 employees, resulting in the hiring of qualified staff for the organization.
• Revised and prepared employees job descriptions and contract agreements, which ensured clarity in roles and responsibilities, and helped minimize disputes and misunderstandings.
• Instituted an online application system for the recruitment of manpower in the organization, making it easier for job seekers to apply and reduced recruitment time 60% and cost 80%.
• Successfully piloted the restructuring/redesigning of the organization, which resulted in the formation of a new power Distribution Company, also, effectively carried out succession planning, identified 35 high performers, and developed their talent to occupy senior-level positions in the new company.
• Established a career/talent development department and regional training center, which helped meet the organization's training needs, and develop talent to meet future challenges.
• Introduced and implemented a participatory performance appraisal/management system, which helped evaluate the performance of staff more effectively than traditional ACR system.
• Spearheaded more than 98 training and 08 leadership development events for capacity building of 1100 staff, which enhanced their skills and knowledge to meet organizational needs.
• Developed the soft skills of 130 middle/senior-level professionals through training, which helped build their leadership capacity and prepare them for future roles.
• Designed and developed a 24/7 customer facilitation center with a toll-free number 118 across the region to redress customers' issues, which helped improve customer satisfaction.
• Streamlined the medical reimbursement system, resulting in savings of 20 million in the year 2011 compared to 2010, which helped reduce costs and improve efficiency.
• Revised and implemented compensation and benefits policy, resulting in zero staff turnover rate .
• implemented the Enterprise Resource Planning System across the organization, which increased efficiency and productivity.
• Successfully administered the transport management and oversaw a fleet of 245 vehicles.

Responsibilities

• Develop and implement HR policies and procedures that comply with company's mission and values.
• Leading recruitment and selection process for various positions including technical, administrative staff.
• Conducting job analysis and developing job descriptions for various positions in the company.
• Developing and implementing HR planning including performance evaluations, career development, and succession planning.
• Managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Leading the design and implementation of compensation and benefits programs for employees.
• Ensuring that the company complies with all relevant labor laws and regulations.
• Developing and implementing training and development programs for employees enhance skills and knowledge.
• Leading the design and implementation of employee engagement programs to foster a positive work environment.
• Providing leadership and guidance to the HR and administrative teams and ensuring that all HR and administrative activities are conducted in a professional and efficient manner.
• Collaborating with senior management and department heads to identify staffing needs and develop plans to address them.
• Developing and implementing employee relations policies and procedures that comply with legal requirements and support the organization's mission and values.
• Providing leadership and guidance to managers and supervisors in managing employee relations issues, including grievances, complaints, and disciplinary actions.
• Investigating employee complaints and grievances and providing recommendations for resolution.
• Developing and implementing programs to promote employee engagement, including employee recognition programs, wellness programs, and employee feedback mechanisms

As the Director of HR Planning & Org. Development/ HR at Liaquat University Of Medical & Health Sciences (LUMHS) in Pakistan, My primary responsibilities were to lead and oversee the human resources functions of the Medical University /hospital .

As the Deputy General Manager HR& Development was to ensure that Sindh Irrigation and Drainage Authority (A world Bank Funded Institutional Reforms Project) had a productive and engaged workforce to achieve organization's objective . I played a key role in recruiting, developing, and retaining top talent,manage and oversee the human resources functions of the organization and lead change management initiatives also ensuring that the organization complied with all relevant rules and regulations

Highlights

• Established and led the HR department in SIDA, ensuring compliance with all legal and ethical HR practices.
• Drafted staff regulations, staff employment agreements, and an HR manual for SIDA, providing clear guidelines and expectations for employees.
• Successfully developed a retrenchment plan for the organization, minimizing the impact on affected employees while ensuring the organization's sustainability.
• Proactively carried out recruitment/talent hunt of 150 key staff, their orientation, and ensured a smooth onboarding process, resulting in a highly engaged and motivated workforce.
• Conducted training and capacity building programs for field staff, providing them with the necessary skills and knowledge to deliver high-quality services.
• Successfully implemented a compensation & benefits system that helped the organization retain qualified professionals, resulting in a significant reduction in staff turnover.
• Devised a performance appraisal system and introduced a succession planning system, ensuring a fair and transparent process for evaluating employees' performance and identifying potential leaders within the organization.
• Explored the talent in the organization and ensured the up-gradation of 15 professionals on next higher positions to fill the gap to meet the organization's objectives, resulting in a more efficient and effective workforce.
• Developed a Training & Development department to meet the training needs of staff, resulting in the training of 310 professionals in leadership development, ensuring the growth and development of employees and the organization.

As the Assistant Registrar for HR Coordination ,my role was to support the HR function and ensure that HR activities are coordinated effectively to achieve the organization's goals. I played a key role in building a strong, engaged, and motivated workforce by coordinating various HR-related activities and processes

Responsibilities

• Assisting with the development and implementation of HR policies and procedures to ensure compliance with best practices.
• Coordinating the recruitment, selection, and onboarding process for new employees.
• Coordinating employee training and development programs to build the capacity of staff members.
• Coordinating employee relations and resolving conflicts between staff members or staff and management.
• Assisting with the management of performance management processes, including conducting performance appraisals, setting goals, and managing disciplinary actions as necessary.
• Coordinating employee retention strategies to reduce turnover and maintain a stable workforce.
• Coordinating various HR-related tasks, such as managing employee records, preparing reports, and responding to employee inquiries.
• Building relationships with key stakeholders across the organization, including senior leaders, department heads, and staff members.
• Assisting with communication and collaboration between different departments and teams to promote a culture of innovation and continuous improvement.

As the Customer Services Supervisor in the HR department was to ensure that employees receive excellent customer service and support. I played a key role in managing and supervising a team of customer service representatives and developing policies and procedures to improve the quality of service provided by the HR department.

Achievements

• Having successfully secured 459 top-notch professionals through Talent hunt strategies .
• Organized more than 200 Training Events

Responsibilities

• Identifying staffing needs and developing recruitment and retention strategies to meet those needs.
• Developing and implementing job descriptions, job postings, and other recruitment materials.
• Coordinating and conducting interviews, background checks, and reference checks for job candidates.
• Developing and implementing onboarding and orientation programs for new employees.
• Developing and implementing career development plans for employees to help them advance their careers.
• Identifying and developing high-potential employees and creating succession plans for key positions.
• Developing and implementing performance management systems to monitor and evaluate employee performance.
• Conducting training and development programs to enhance employee skills and knowledge.
• Developing and implementing employee engagement and retention strategies.
• Keeping up-to-date with the latest talent acquisition and development trends and best practices.
• Conducting training needs assessments to identify gaps in employee skills and knowledge.
• Designing and developing training programs, including training materials, manuals, and presentations.
• Conducting training sessions and workshops for employees, using a variety of training methods and techniques.
• Developing and managing training budgets and schedules.
• Evaluating the effectiveness of training programs and making recommendations for improvement.
• Developing and implementing career development plans for employees to improve their skills and advance their careers.