Being HR leader and strategic business partner providing proactive and customer-focused HR solutions directly aligned with business objectives. I love what I do... strategic talent consulting, change leadership, accelerated growth & revitalization initiatives, employee engagement, cultural transformation, executive coaching and development, organizational design, M&A, performance and workforce re-engineering, team member development

| at the time Majestic became one of the first companies to produce Aluminum household utensils in Pakistan. So we have that title of “Pioneer” in Aluminum Cookware. Chef has established a huge network in Pakistan and also distributed its products to Europe, North America, South America, Middle East, West Africa and South Africa.
·         Communicating, on behalf of the company, with shareholders, government entities, and the public
·         Leading the development of the company’s short- and long-term strategy
·         Creating and implementing the company or organization’s vision and mission
·         Evaluating the work of other executive leaders within the company, including directors, vice presidents, and presidents
·         Maintaining awareness of the competitive market landscape, expansion opportunities, industry developments, etc.
·         Ensuring that the company maintains high social responsibility wherever it does business
·         Assessing risks to the company and ensuring they are monitored and minimized
·         Setting strategic goals and making sure they are measurable and describable
Strategic Planning Skills: Ensure the development and implementation of a clear strategic plan for an organization business unit.
Financial Planning Skills: Responsible for looking at the future of the business and making key investments and investment recommendations.
Interpersonal Skills: Able to support the development of a healthy internal culture that retains key employees and encourages their professional development.
Leadership Skills: Responsible for leading entire business units or divisions of an organization.

Company-owned brands include Belle, STACCATO, JOY&PEACE, Millie's, Jipi Japan, TATA, TEENMIX, BASTO, SENDA, SKAP, MIRABELL, MAP, 15MINS, 73Hours, Too Many Shoes, etc. Distribution brands include Bata, Clarks, Hush Puppies, etc. The majority of our Sportswear and Apparel Business is in the form of retail distribution, including sportswear brands NIKE, Adidas, PUMA, Converse, Reebok, Skechers, Vans, Timberland, Asics, and Onitsuka Tiger, The North Face, and apparel brands MOUSSY, SLY and REPLAY etc. 
Recruited to direct HR for, HK, China, US and newly launched international operations. Partner with other directors and senior executives to develop new business initiatives, foster employee engagement, and mobilize talent. Manage $135K budget.
HR Organization Leadership: Most senior HR executive in Belle, directing 10 HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, and regulatory compliance. Heavy emphasis on leading Donovan through rapid HR change and transformation programs.
International HR Launch: Created HR organization – recruitment, staffing, onboarding, and training – for both expatriates and local national hires in HK, China, and USA.
Organization Transformation: Enabled operational change essential to a $5M reduction in HR costs. Helped to facilitate redesign of core business operations, including 2 site closures and 1 fast-track expansion.
Post-Acquisition HR Integration: Streamlined integration of ERP Systems, belle’s largest-ever acquisition at the time. Ensured strategic alignment of HR with new business objectives and minimized business interruptions through execution of workforce integration plans.
M&A Due Diligence: Contributed to senior-level M&A decisions, supporting initial analysis through due diligence and subsequent integration. Enabled business growth by assessing HR cultural compatibility and talent impacts.

: Joined new management team tasked with revitalizing’s DRC following years of instability, internal change, restructuring, and absent leadership. Supported corporate repositioning, guiding recruitment of 100 technical, professional, and management staff for UAE.
Workforce Integration: Integrated 50+ staff in the aftermath of 2 acquisitions, steering flawless workforce assimilation into core business operations. Contributed to profitable turnaround with >$1M in first-year savings.
HR Operations: Consolidated HR functions previously managed by several different departments into a single consolidated organization to manage all generalist affairs. Trained and supervised 5 HR assistants.

Assisted HR team in all Regions in scheduling and coordination of recruitment, communication development, material preparation and HR reports. Prepared departmental records and produced reports using HRIS PeopleSoft for review by Management and HR Director. Maintained databases, tracked applicants and managed confidential employee records. Organized recruitment information, application/new employee packets and handbooks.

Key Results

 Develop excellent working relationship with management teams and gain through understanding of the business and people
 Advise leadership on a range of employee issues
 Manage resource planning and deliver timely and appropriate resourcing solutions for both experienced and non- experienced hires
 Manage the performance management system.
 Manage the compensation and benefits scheme.
 Deliver major HR projects.
 Develop and implement relevant HR initiatives
 Provide HR strategic reports to Lead Partner n a timely basis


 Work with leadership to develop of the annual Human Capital strategic plane
 Directs classification plans and programs, coordinates preparation of position descriptions, and oversees job evaluations.
 Administers and interprets various labor agreements, administers grievance procedures; provides labor relations support during contract negotiations.
 Provides advice and counsel to managers and supervisors regarding personnel practices, policy and employment laws.
 Develops and builds hiring processes for a variety of levels from temporary staffing to executive placement.
 Develops, streamlines and enhances staffing systems, tracking reporting and analysis.
 Leads sourcing and recruiting initiatives and processes to leverage networking and employee referrals.

Baby shop is a children's retail store and the first company under Landmark Group. The company serves 19 countries with over 240 stores, and has over 20 million customers. 2.9 Million Sq. ft. of retail space dedicated to baby fashion and essentials. 4,260+ Employees dedicated to providing customer satisfaction.
The store focuses on children's products for ages 0 to 16 and sells major brands including Barbie, Disney, Philips AVENT, Fischer-Price, and Ferrari. Over and above its physical stores, Baby shop also retails around 10,000 products online.
• Provide HR support to Retail store employees
• Processes all New Hire employee paperwork including administering pre-employment testing and conducting reference checks
• Maintains compliance with Federal and State regulations
• May conduct employee orientation and employee exit interviews
• Assists with employee relations counseling when required
• Participates in administrative staff meetings and attends other meetings and seminars. Maintains company organization charts and employee directory.
Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
• Maintains Human Resource Information System records and compiles reports from database
• Provide support by executing established business processes
• Ensure all employee data is complete, accurate and error free
• Review operating practices and procedures, determine whether improvements can be made and work to implement changes as appropriate
• Plan, facilitate and/or execute assigned projects
• Research and resolve issues using appropriate resources to improve manager and employee performance