Hamid Jaffar

Strategic, accomplished & goal-oriented professional with over 16+ years of experience overseeing well-organized and efficient HR operations by balancing organizational targets with compliance and employee demands. Focused on maximizing resource utilization and enhancing performance with forward-thinking approaches. Solid background of improving collaboration and consensus across the organization.

• Formulated partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization
• Provided HR policy guidance & interpretation on business unit restructures, workforce planning and succession planning
• Planned strategic HR initiatives, managed HR consultants, communicated role expectations, designed succession plans
• Led a cultural transformation that emphasized results and accountability that contributed to the company turnaround, including increased productivity, quality, and employee engagement while decreasing turnover
• Standardized the Medical Insurance Benefit for over 8,000 Employees which contributed in cost saving worth USD 6.9M
• Deployed Workday HRIS System which delivered efficient & reliable service delivery & robust data analytics for manager decision support Directed transformation and optimization of HR function to a more process-driven, digital technologies enabled organization
• Developed and implemented programs designed to achieve strategic, business, and operational goals; and advised senior leadership on matters that include talent acquisition, performance management, strategic planning, policy, staffing, compensation, and succession planning
• Managed and led various strategic HR projects/organization change initiatives that impact the employee life cycle
• Strengthened and streamlined all processes and procedures; conducted detailed study and analysis of the current HR systems and processes and recommend changes as appropriate, with a view to driving towards robust systems, productivity and quality
• An effective communicator with strong relationship management skills with the capability to relate to people at any level of business and management across the globe; possess excellent analytical and negotiation skills

• Workday Implementation
• Merger & Acquisition - Change Management
• Improvisation of Compensation & Benefits

Date of Birth 12th March 1984

Nationality Indian

Visa Status Employment

Driving License Valid

Spearheading the end-to-end Strategic HR Operations including Strategic Planning & Leadership, HR Business Partnership, HR Automation, Recruitment, Employee Engagement, Talent Management & Development, Administration, Change Management, Compensation & Benefits, Cost Optimization, Performance Management, Compliance Management, Policies & Procedures, Training & Development, Labour Management, Process Setup, & Employee Relations and several others.

Strategic Planning & Leadership

• Devising strategies to streamline Human Resource Functions; driving continuous change agenda, ensuring that HR issues are addressed promptly
• Coordinating with Functional HR Heads to articulate appropriate human resource policies & standards
• Providing complete assistance to CEO's, Global HR, Line Managers & Employees on HR policies and procedures
• Ensuring completion of the annual code of conduct process and other global initiatives
• Preparing reports for management in relation to employee turnover; new hires; resignations; training and development etc.
• Developing a strong network across a complex organizational structure, building relationships in order to ensure that the service delivers relevant & value-added solutions
• Planning, coaching and consulting with individuals & teams to solve organizational challenges; designing and implementing training & performance programs
• Core member of key company stakeholders apprised of all developments, organizational development specialists communicate progress and challenges as they relate to the company's vision and goals

HR Business Partner

• Maintaining an effective level of business literacy about the business unit's financial position, its plans, culture & competition
• Analyzing trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Delivering HR Service in line with business needs by running the day-to-day HR operations activities
• Developing effective, trustworthy and dynamic relationships with the Leadership team whilst building morale and increasing employee engagement within the company
• Acting as a primary source of contact for employees understand people and policies
• Defining policies and process; enhancing employee engagement & participating in HR relevant projects
• Partnering with Line Executives & Management to proactively address business issues related to work force development, employee engagement and productivity

Talent Acquisition & Recruitment

• Maintaining the recruitment standards in the region at the highest practicable & professional level
• Leading the Senior Level Resourcing including interviewing candidates and ensuring on boarding is completed within set time
• Creating a robust pipeline of talent in liaison with Regional Talent Acquisition team
• Assessing the potential of existing recruitment initiatives and interviewing techniques; introducing the required changes in the same
• Coordinating the recruitment with external suppliers such as Contingent Workforce, Search Firms, Job Posting Agencies, Temporary Staffing Agencies & others
• Designing, developing and maintaining the recruitment process in the organization including its description, recruitment measurement definitions and so on
• Exploring industry best practices on recruitment and staffing and implementing them in the organization
• Conducting weekly interaction with Business Heads to handle the hiring demand and strategize the recruitment need for potential deal wins and create funnel for fulfillment
• Performing ongoing training for both recruiters and hiring managers on recruitment best practices to attract, share and retain top tier talent
• Guiding management on matters of HR financial decision, structural change management, organization development and policy amendment
• Monitoring key metrics for recruiting effectiveness and building systems of accountability for talent acquisition though scorecard

Performance-Talent Management & Retention/Compensation and Benefits/Training & Development/Legal & Compliance Practices

• Executed Performance-Talent Management, Retention & Succession Planning initiatives
• Functioned in liaison with Regional & Global HR Team on Talent Management Strategy & Annual Talent Review Process
• Offered advisory to Senior Management on talent development initiatives
• Coordinated with Finance Partners to consolidate Senior Executive compensation committee recommendations
• Ensured timely submission to the bi-annual Compensation Committee
• Creating annual training & development plans & budget; ensuring that all individual training plans are followed up