Junaid Ahmed

• Assisted and guided clients on HR procedures and program development by devising performance evaluations, job descriptions and industry-standard salary ranges.
• Implemented comprehensive onboarding programs, ensuring smooth transitions for new hires and increased productivity levels.
• Streamlined recruitment processes for improved efficiency, resulting in reduced time-to-fill rates.
• Guided clients to develop organization structure, outline job families and and prepare job descriptions.
• Conducted talent sourcing from both within the country and cross-border.
• Designed and implemented HRIS and digitalization of HR processes.

• Leading HR & Admin teams of 3 Business Units comprising of 65 people.
• Talent Acquisition & Employer Branding: Customized assessment centers, Gamified assessment modules, recruiting techno-commercial resources, critical role and resource identification, talent pool readiness, University collaborations, Targeted Digital Campaigns,
• HR Business Partnering: 6 Business Partner Portfolios, Data driven insights, Business centric HR Interventions, HR Budgeting
• Organization Development: Learning modules, LinkedIn learning, e-learning platforms, Performance Management platforms, Performance Management Process, Performance Improvement Plans, Promotion and Grade Structures, Succession Planning
• Digital HR: Own developed HRIS (WebApp & Mobile App), 18 Automated HR Services, Analytics platforms, Automated Admin Services, Automated reports, API integrations with Workplace and other internal tools.
• Compensation & Benefits: Flexible Reward models, Market Compa Analysis, Compensation Architecture
• HR policies: Introduced 16 Internal Policies, DIFE compliance
• Employee Engagement: Periodic eNPS and Culture Surveys, Engagement Calendar, Team-wise Engagement measures, Townhalls, Regional Engagement initiatives.
• Employee Recognition: Value Cards, Digital Value Recognition, Quarterly Performance and Value Awards, Monthly Recognition Programs.
• Organization Transformation: Segragation of Business Units, CEX Outsourcing, Freelancing Rider model, Space optimisations, Matrix Org Structures.
• Workplace Setup and Management: Designing a state of the art workplace, Market Research, Integrating UX during Design and Development.
• Employee Experience: Automated Self Service availability, NPS of all HR & Admin Services, Customized onboarding journeys based on Role, Workplace designed to cater collaboration and remain stress free, Culture Surveys, Employee Feedback sessions

• Strategic People Advisor & HR Transformation
• Organization Restructuring & people mapping
• Defining the talent landscape across industries
• Key Talent Identification, mapping & acquisition
• Talent Retention
• Employer branding and partnerships
• Recruitment Governance & Modern practices
• Reward & recognition modalities
• Setting organization policies
• HR Transformation: Functional setup per BU, Digitalization-Process, automations and efficiency drives across organization
• Employee Engagement strategies for startups
• Unifying HR across BUs for business enablement

•Talent Acquisition products: Assessment tools, Gamified Recruitment module, Assessment Center, Recruitment Governance and LinkedIn Recruiter services.

•Performance Management and Development.

•Management Trainee Program.

•Critical role & Resource Identification.

•Succession Planning

•Flight risk, Loss Impact and Retention measures

•Internship

This role requires me to drive business continuity and growth through enabling a culture of high-performance and focused talent sourcing, development and succession planning

• Sound performance and talent intervention plan, ensuring effective practice of performance management and talent management principles

• Effective performance and talent assessment process in GP, ensuring Global TDP process adherence with Group. •Establish a robust succession planning for critical roles to ensure business continuity

• Sound talent sourcing practices to ensure high-quality entry into GP’s existing talent pool, support development framework, and facilitate growth

• Drive and manage Management Trainee Program

• Strategic HR Partner for commercial functions: Product, Business Intelligence, Enterprise, Retail & Distribution, Customer experience and Business Circles.
• Successfully partnered, coached and advised business unit leaders to ensure a common understanding both one-to-one and in forums.
• Consistently ensuring proper alignment with Teams and leaders and to be the bridge between HR and line has been one of my core responsibilities.
• Manage performance, salary review, termination and exit management
• Involved in the execution of talent acquisition, long-term competence
• People Development roadmap across my function, identifying gaps and facilitate development plans.-In context of today's Industrial Relations scenario, also responsible for playing the role of people counseling and managing Grameenphone People Council.
• Constantly guide line managers to make effective placement, development, and engagement decisions to ensure right direction and decisions on people and organizational development

• Determine Training Needs of the department, prepare training module, conduct training sessions and measure ROI.
• Prepare process and modalities for different products and services in order to ensure up-skilling and re-skilling.
• Update and maintain an “Information Hub” for employees’ empowerment.
• Ensure clear communication to different stakeholders create smooth flow of service.
• Provide onboarding and learning sessions for newly joined employees.
• Provide analytics on employees' learning status, scope of learning and adoption.

• Member of a team that leads written communication for Grameenphone Customer Experience team.
• Provide customer service to customers over all of GP's online channels.
• Provide resolution to critical customer complaints from 2nd tier.
• Ensure positive customer experience and retrieve customer insight over email.
• Analyze customer insights to identify customer pain points and product fault.