Contribute to the development and implementation of the global strategies, policies and responsible for crafting and implementing the same at the delegation-level.
Advise the leadership as well as senior managers on how to translate the ICRC strategies (Global, RSF, PfR) into their individual/ departmental objectives and ensure the cascading of the same to the other staff to further ensure that the objectives are consistent to achieve better results.
Responsible for implementing global ‘‘HR Transformation’’ projects at the delegation-level and providing strategic support and advice to the leadership as well as the senior managers (peers) and ensure alignment with the Head Quarters in Geneva.
Partnering with different stakeholders to improve the overall ‘‘employee experience’’ and to ensure the delivery of quality HR services at the strategic, operational and administrative levels.
Ensure legal compliance of the documents and employment decisions pertaining to Human Resources and timely revisions of the policies, procedures, and practices to mitigate any potential legal risks.
Participate in annual Strategic Workforce Planning and Budgeting process and coordinate with senior managers on the anticipated staffing needs and competencies.
Work closely with senior managers to exercise different Talent Acquisition options and ensure an adequate supply of staff and alignment with the delegation values and policies i.e. Recruitment, Diversity, and Inclusion.
Conduct job evaluations with the respective managers regularly and collaborate on mapping/ remapping decisions and ensure if the positionings are based on objective criteria and aligned with the ICRC Global Job Grading and Compensation System. 
Communicate with staff on a regular basis on different change management projects and answer to their questions using all possible communication channels i.e. emails, one-on-one meetings, meetings with the Staff Committee, Town Hall Meetings with all staff, and through Policy of the Month sessions, etc.
Conduct and manage the delivery of different in-house training sessions to ensure that staff knowledge is up-to-date as any changes in the policies, procedures, and practices are concerned.
Carefully review and approve any external training requests after a couple of checks and by ensuring its alignment with the annual development plan of the individual staff member.
Invest in terms of time and resources to build the capacities of the HR Team (including Staff Health) and to make them feel more relevant with the anticipated changes in general and specifically to the ICRC Global HR Setup.
Manage ‘‘staff health’’ to ensure risk-free working environment and to improve the well-being of staff.
Voluntarily contributing to different pilot projects i.e. Global Staff Health Coverage Project, Diversity & Inclusion, Global Policies Development, etc.

Led and managed the HR department covering four countries (Uzbekistan, Kyrgyzstan, Tajikistan, Turkmenistan) of the Central Asian region.
Led a strategic workshop to help the leadership and the management of the regional delegation to come up with its own mission and values to serve the staff and communities better.
Developed the Regional HR Regulations to ensure regional coherence in terms of HR policies, procedures and practices.  
Being the very first Regional HR Manager, I pioneered the implementation of the different HR Transformation projects for Central Asian countries.
Managed the implementation of the new Global Job Grading and Compensation System by completing the Job Evaluations for all staff based in Central Asia without any major issues reported.
Piloted the Diversity & Inclusion project in the Central Asian Regional Delegation.
Managed a complex HR/ Admin structure in Central Asian countries effectively and voiced the need for restructuring the HR setup to improve the quality of the HR Services.
Reviewed all phases of the Human Resources Life Cycle and made improvements where needed. Ensured legal compliance by revising different policies and procedures.
Established an HR Department for the region and assured smooth sailing for my successor.

Contributed to the development of the global Performance Management System, which is implemented in all delegations.
Established an HR Department and re-engineered several HR processes and achieved improvement in the HR Service Delivery.
Developed HR Regulations and ensured legal compliance of the policies, procedures, and practices with the local labor laws.  
Resolved pending case with the Employee Old Age Benefit Institute (EOBI) and managed to register all IFRC employees for the first time.
Deputed to IFRC Nepal Delegation to manage recruitments during the April 2015 Earthquake Emergency response.  
Led the HR Team, Annual Workforce Planning along with the budget.

Responsible for the smooth functioning of the Base in Peshawar.
Managed all support functions together with the field operations.
Represented Peshawar base to all internal and external stakeholders including public institutions.
Streamlined the warehousing system and reorganized internal structures in a more efficient way.

Led the HR Unit and developed several critical policies to mitigate potential legal risks. 
Designed a 360° Performance Review System and improved the feedback for managers for their professional and personal development.
Facilitated a couple of workshops on different topics pertaining to HR to improve staff understanding of different elements of their individual and collective performance.
Worked closely with the implementing partners and contributed to the capacity building of their respective HR departments.
Represented Concern Worldwide as HR key staff to all stakeholders and when it comes to the assessment of any implementing partners (IPs).

Planned HR function in coordination with the management and developed a framework for successors against the key positions.
Led the HR team within the area of responsibility with respect to all HR operations including technical support to HR Teams & Managers in the field offices.
Led specific HR projects (i.e. salary survey, job evaluations, etc.) and other initiatives in line with the county strategy.
Compensation & Benefits Management (payroll, bank transfers, reconciliations, life/health insurance, final settlements & other subjective/ objective incentives)
Designed a capacity-building strategy, led the training needs analysis (TNA) process followed by designing of training plans.
Manage the capacity building budget and ensure expenditures are within the budget and in compliance with established financial standards.
Led the smooth functioning of the HR department with a focus on Talent Acquisition, Performance Management, and Retention.
Developed and implemented the Staff’s Care and Well-being plan during the Flood Emergency response 2010.

Led the HR Unit at Nizampur Cement Plant with 900+ staff.
Ensured legal compliance of the HR policies and procedures.
Developed and implemented the Occupational Health & Safety Policy.
Represented ACN to different parties regarding employee relation cases.

Established an HR department from scratch.
Worked together with Recovery Coordinator & HR Manager and developed a comprehensive orientation system for new staff.
Ensured timely development & issuance of the employment contracts.
Managed the preparation of the monthly payroll and associated documents.
Ensured convenient access to staff guidelines, policies, procedures to all staff.
Managed a smooth transition of the staff in the event of voluntary and involuntary separations.

Managed a capacity-building project. Initially, three parties (DANCOM, Ministry of IT, and Universities) were involved with a common objective to improve the skills of anticipated future workforce by providing them state of the art pre-job ICT training.

Bridged communication gaps between the students and the management and provided every possible solution to both parties.
Improved the response time for the students with close coordination with the management and respective officials.
Managed official database to handle all kind of student (Clients) related information.
Planed and managed the registration process for students; developed written procedures in close coordination with the Controller of Finance.
Developed and designed promotional material for the University.
Assisted in the design, development, and implementation of various on-campus programs and activities.