Abbas Zulqarnain

Key Responsibilities:

• Strategic HR Leadership
  Provided strategic direction for the entire HR rewards & Operations, aligning people strategy with business goals across multiple geographies.
  Partnered with the executive team to drive workforce planning, succession planning, and organizational design.
• Total Rewards & Compensation Strategy
  Architected and implemented comprehensive Total Rewards frameworks to enhance talent attraction, motivation, and retention.
  Led the annual compensation cycle, executive pay benchmarking, and bonus/incentive programs.
  Oversaw participation in Mercer Total Remuneration Surveys and integrated insights into compensation strategy.
• HR Operations & Policy Governance
  Directed all aspects of HR service delivery, including onboarding, employee lifecycle management, HRIS governance, and compliance.
  Established SOPs and governance frameworks to ensure consistency, transparency, and legal adherence across all HR processes.
• Performance Management & Culture Building
  Spearheaded a culture of accountability and continuous feedback through modernized performance management systems.
  Revamped appraisal processes to drive high performance and link outcomes to organizational strategy.
• KPI & HR Analytics
  Developed enterprise-wide KPIs and HR dashboards, enabling real-time visibility into workforce trends, engagement, and productivity.
  Used analytics for predictive insights in turnover, talent gaps, and DEI progress.
• HR Budgeting & Financial Stewardship
  Led annual HR budgeting, including headcount forecasting, salary planning, and benefits costing.
  Ensured cost optimization without compromising employee experience or strategic initiatives.
• Organizational Development & Change Management
  Championed leadership development, succession readiness, and employee engagement initiatives.
  Played a key role in managing organizational change, M&A transitions, and digital HR transformation.

• Managed payroll administration, ensuring timely and accurate salary disbursements to all employees.
• Participated in talent acquisition initiatives, effectively filling open positions with qualified candidates in a timely manner.
• Established strong relationships between management teams across departments through effective communication channels and routine meetings.
• Conducted exit interviews with departing employees to identify areas for improvement and obtain insights into overall employee experiences within the organization.
• Oversaw the implementation of updated HR policies while ensuring consistency across organizational levels for more efficient enforcement of rules governing the workplace environment.
• Created employee satisfaction surveys to gather feedback on workplace policies, procedures, and culture for continual improvement purposes.
• Resolved employee disputes in a timely manner, fostering a positive workplace environment and minimizing disruptions.
• Facilitated annual performance appraisal cycles by preparing necessary documentation for managers'' review sessions with their respective direct reports.
• Assisted in diversity and inclusion initiatives, promoting an inclusive workplace culture that encouraged collaboration and innovation among all team members.
• Streamlined HR processes for increased efficiency by automating manual tasks and introducing new software tools.
• Collaborated with legal counsel to ensure compliance with labor laws, mitigating potential risks associated with employment practices or disputes.
• Spearheaded the transition to a paperless HR system, reducing administrative workload and enabling better tracking of key metrics.
• Managed benefits administration processes, ensuring that employees received appropriate coverage based on their needs and eligibility requirements.
• Supported executive leadership during periods of organizational change by providing guidance related to workforce restructuring efforts.
• Assisted in compensation planning efforts by conducting industry research and developing competitive salary structures that attracted top talent.
• Motivated employees through special events and incentive programs.
• Maintained company compliance with local, state, and federal laws, in addition to established organizational standards.
• Used technologically relevant digital systems to manage payroll and benefits programs.

• Evaluated incentive plan effectiveness by analyzing participant feedback, making necessary adjustments for future program success.
• Enhanced company culture through the design of competitive benefits packages tailored to employee needs.
• Maintained strong relationships with industry peers through networking events, staying informed on best practices in the field of total rewards.
• Conducted market research and benchmarking analyses to maintain a competitive edge in compensation structures.
• Implemented innovative recognition programs that increased employee engagement and retention rates.
• Negotiated contracts with vendors for cost-effective benefit plan offerings, maximizing value for both employees and the company.
• Collaborated with HR partners to ensure seamless integration of total rewards programs into existing systems.
• Performed job evaluations and salary structure reviews to maintain internal equity within the organization.
• Analyzed data from employee surveys to identify areas for improvement in total rewards programs.
• Collaborated with HR to develop and maintain up-to-date benefits manual.
• Observed strict procedures to maintain data and plan participant confidentiality.
• Analyzed and evaluated existing compensation and benefits programs and recommended improvements.
• Assisted with design and implementation of various employee benefits programs.
• Researched and analyzed wage, salary and other industry trends.
• Created detailed job description library for organization and maintained relevance with regular updates..
• Developed and maintained comprehensive job evaluation system for equitable compensation.

• Enhanced employee retention by implementing effective onboarding programs and conducting regular performance reviews.
• Maintained payroll and benefits for employees in various locations, minimizing financial discrepancies through detailed program management.
• Organized and led staff orientation programs and training to promote collaboration.
• Facilitated successful policy implementation and enforcement to maintain legal and operational compliance.
• Recruited top talent to maximize profitability.
• Distributed employee engagement surveys to identify areas of improvement.
• Structured compensation and benefits according to market conditions and budget demands.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Liaised between multiple business divisions to improve communications.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Participated in talent acquisition initiatives, effectively filling open positions with qualified candidates in a timely manner.
• Established strong relationships between management teams across departments through effective communication channels and routine meetings.
• Conducted exit interviews with departing employees to identify areas for improvement and obtain insights into overall employee experiences within the organization.
• Resolved employee disputes in a timely manner, fostering a positive workplace environment and minimizing disruptions.

• Reduced employee turnover with targeted recruitment strategies and comprehensive benefit packages.
• Coordinated various team building events to promote collaboration, improve communication, and strengthen team dynamics among employees.
• Facilitated onboarding sessions and on-the-job training for new hires, bolstering employee job position knowledge and skillset.
• Motivated employees through special events, incentive programs, and constructive feedback.
• Processed employee claims involving performance issues and harassment.
• Maintained payroll and benefits for employees in various locations and diminished financial discrepancies through expert program management.
• Resolved employee disputes in a timely manner, fostering a positive workplace environment and minimizing disruptions.
• Conducted exit interviews with departing employees to identify areas for improvement and obtain insights into overall employee experiences within the organization.
• Established strong relationships between management teams across departments through effective communication channels and routine meetings.
• Participated in talent acquisition initiatives, effectively filling open positions with qualified candidates in a timely manner.
• Liaised between multiple business divisions to improve communications.
• Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks.
• Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees.
• Recruited top talent to maximize profitability.
• Organized and led staff orientation programs and training to promote collaboration.