Safdar Rehman,Phd, IPMA-EX (Canada),SHRM-SCP(Candidate)

Multi Emerging Solutions

**-*** **** ******* ****. M9V 1N8 ON. Canada

Cell # 001-647-***-****

E-mail: adpor9@r.postjobfree.com

CAREER PROFILE

Certified HR professional from IPMA-Canada as Executive.

10 plus local and global diversified HR experience.

Strong Communication skills

Strategic thinker, multilingual and self motivated personality.

HRM Software like Workday, PeopleSoft user.

Result oriented: Strong with qualitative and quantitative problem solving as well as prioritization.

Track record of People management, taking care of complete operational aspects with good knowledge of operational, administrative and project management.

Productive: Oversaw increase in efficiency by 25%by optimizing internal processes and communication system

Published 16 research articles in the area of Human Resource Management.

CORE COMPETENCIES

Human Resource Research Talent Acquisition

HR Strategic Management Problem solving and critical thinking Change Management Diversity and Inclusion

Compensation and Benefits Corporate Social Responsibility Performance Management Organizational Development and Training

Leadership Technology Management

Total Rewards Employer Relations

Business Acumen HRIS - Workday and PeopleSoft

ACHIEVEMENTS

Conducted Remuneration survey for UNFPA

- Consolidated information of remuneration package for 14 major health actors in humanitarian sector

- Conducted mapping of salary scale of humanitarian actors in health sector/cluster

- Collected & analyzed UN, NGOs, INGOs & Government salary scales

- Proposed Remuneration package & plan for future humanitarian response by category and by province.

Conducted Employee Satisfaction Surveys and Benefit summaries in four organizations resulting 20- 25% reduction in employee turnover

Designed and updated job descriptions for 65 positions and HR forms

Conducted 15 training workshops and 5 seminars on HumanResources

Headhunting for Seven organizations and recruited 500 plus out of 9000 candidates

Conducted complete recruitment cycle for 15 organizations PROFESSIONAL EXPERIENCE

MULTI EMERGING SOLUTIONS – ON. Canada

Chief Executive Officer 03/2019- Present

Multi Emerging Solutions is a global and local firm evolved and grown into a multi-sector services firm over a period of time dealing with Human Resource Consultancy. As part of its mandate and expertise, MES transform human resource of organizations into human capital through HR Consultation services and HRD interventions including Headhunting, preparation of HR Manual, training need assessment, training and development, performance management, feasibility studies and project management.

Key Responsibilities

Providing guidance and advice on the interpretation and application of HR policies, practices, and procedures, Collective Agreements, Terms and Conditions of Employment for Employees, the application of legislation and regulations; including talent and performance management, discipline issues, organizational restructuring, etc.

Consultation on the employer value proposition and employment brand for sourcing and recruiting applicants.

Consulting and Developing talent acquisition strategies for client organizations supporting to source, attract and secure top talent, and aligns to broader talent management strategy and initiatives. Consultation with leaders to achieve their talent acquisition objectives.

Formulation of client organization’s talent acquisition policies and procedures to ensure all staffing matters including hiring, promotions, temporary assignments and transfers are equitable and in compliance with applicable policies and legislation, and best HR practices.

Ensures Client Organization’s talent acquisition policies and procedures promote equity, diversity and inclusion.

Analyzing staffing levels and projections to forecast workforce needs of client organizations

Preparing and recommending applicable HR policies and procedures, using a consultative approach and based on market trends and corporate strategy.

Developing strategies for sourcing and acquiring a workforce that meets the organization’s needs.

Designing job descriptions to meet the organization’s resource needs.

Use of technology (e.g., social media, applicant tracking software [ATS]) to support effective and efficient approaches to sourcing and recruiting employees.

Conducting appropriate pre-employment screening.

Optimization of talent acquisition through Technology Management.

Reports generation of talent acquisition through HR metrics.

Collecting, compiling and analyzing compensation and benefits data from various sources (e.g., remuneration surveys, labor market trends) to develop Performance Management System for Clients.

Conducting accurate job evaluations to determine appropriate compensation.

Designing and guiding organizational compensation and benefits philosophies, strategies, and plans that align with the organization’s strategic direction and talent needs of Clients.

Designing and guiding executive compensation approaches that directly connect individual performance to organizational success.

Providing consultative advice and professional support to Clients Manage in regards to labour and employee relations, and maintaining positive relationships with bargaining agents.

Conducting HR Audit.

Pakistan Electronic Media Regulatory Authority, ( PEMRA ) Islamabad, Pakistan

Director General (Human Resources) 09/2009- 03/2019 Key Responsibilities

Planned, organized, supervised and managed the Employment Relations and Talent Acquisition teams of the Human Resources department including the full scope of managerial / supervisory responsibility within the employee life cycle i.e. mentoring and coaching; performance and project management; fosters learning and growth, promotes currency and continuous improvement, assigns and monitors tasks and ensured completion; sets work priorities; supported team development.

Conducted successful recruitment of 326 employee

Established and implemented short- and long-term goals, objectives, policies and operating procedures.

Represented PEMRA at legislative sessions, committee meetings, and at formal functions.

Promoted PEMRA to local, regional, national, and international constituencies.

Talent Acquisition

Developed sourcing strategies to choose from the best talent.

Created short listing and interview criteria and processed to select the best candidates.

Recruitment of 325 positions of various roles.

Created job descriptions of 150 positions which were used for multiple platforms such as postings, and performance reviews.

Coordinated and aid in the onboarding process of new employees HRIS/Technology

Maintained and maximized implementation of human resources information systems (HRIS); tracked and applied relevant organizational/human resources metrics; contributed information, analyzed, and recommended to strategic thinking and direction; advance use of technology in HR functions and activities to support PEMRA programmatic and fiscal needs.

Strategy formulation

Collaborated with top management to assess staffing requirements to identify the gaps and provided solutions.

Maintained knowledge of Regulatory regime trends and best HR practices in workforce development and change management.

Reviewed and made recommendations for improvement of the organization’s policies, procedures, and practices in workforce management; proposed strategies for organizational development and effective talent management.

Forecasted current and future talent needs; gain an in-depth understanding of organization’s priorities and translates that into workforce planning for the group; provide input on departments restructures, workforce planning and succession planning.

Benefits Management

Monitored budgets for recruiting, training/staff development, and benefits programs

Managed all HR administration, including the organization’s benefits programs, and provided payroll support to the Finance department; managed relationship, coordinated annual Open Enrollment, and addressed employee benefits questions; proposed additional benefit options pertinent to the organization’s workforce. Compensation

Developed and administered a consistent and progressive compensation program including salary surveys and market research to ensure resilience is competitive within its market.

Professional Development/Performance Management

Assessed organizational needs; identified and supported opportunities for management and employee professional development and growth; worked with management to identify personnel challenges or talent gaps and collaborate to develop solutions to address them.

Oversaw performance management activities including ongoing feedback, documentation of performance issues, performance evaluations, and performance improvement plans; collaborated with the management to develop and implement new performance management approaches and systems; maintained knowledge of trends and best practices in workplace development and change management.

Provided performance management guidance to supervisors, and supported them in carrying out their responsibilities on personnel matters.

(supervision/coaching, mentoring professional development, and disciplinary actions); provided supervisors and staff members with coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles.

Identified and coordinated ongoing training for staff members, including annual trainings (e.g., workplace safety, sexual harassment), skills-based training, diversity and inclusion trainings, and other trainings as needed; in consultation with top management, designed and implemented a management training program for supervisory staff.

Evaluated performance of staff for compliance with established policies and objectives of the PEMRA and contributions in attaining objectives. EDUCATION AND CREDENTIALS

PhD( Business Administration) 2005-2010

MBA ( HRM) 1996-1998

PROFESSIONAL DEVELOPMENT

Certificate in Diversity, Equity and Inclusion in the Workplace o Issued by USF Office of Corporate Training and Professional Education, USA

2021

Certificate in Management for Technical and Vocational Education o University of Huddersfield, UK

1991-1992

Diploma in Community based training, ILO Centre, Italy 1996 PROFESSIONAL ASSOCIATIONS

International Personnel Management Association, IPMA Canada 2010-Date

Society of Human Resource Management, USA

Member 2020-Date

TNO - The Neighborhood Organization, Lead HR 2012-Date PUBLICATIONS

Research Articles

1. Rehman Safdar, Ajmal Waheed and Hamid Rafiq Khattak (2010), Impact of job analysis on job performance: Analysis of a hypothesized model, 5

(2) 17- 36; Journal of Diversity Management, USA

2. Rehman Safdar and Ajmal Waheed (2011), An empirical study of impact of job satisfaction on job performance in the public sector organizations. 2(9) 167-181 Interdisciplinary Journal of Contemporary Research in Business, UK

3. Rehman Safdar (2011) Job design and job performance relationship : A study of Pakistan Public Sector employees, 2(12) 562-576 Interdisciplinary Journal of Contemporary Research in Business, UK

4. Rehman Safdar ( 2011 ) Relationship between HRM and performance: Need for further development? 34: 858–868 International Journal of Public Administration.

5. Rehman Safdar ( 2011 ) Human resource practices and job performance in Pakistan: Development of a hypothesized model. Vol. 3, No. 2, pp. 78- 90, Information Management and Business Review

6. Rehman Safdar ( 2011 ) Exploring the impact of Human Resource Management on organizational performance: A study of Public Sector organizations. Vol. 2, No. 4, pp. 1-16 Journal of Business Studies Quarterly.

7. Rehman Safdar ( 2012 ) Employee Turnover and Retention strategies: An empirical study of public sector organizations of Pakistan. 12 (1 ) Global Journal of Management and Business Research, USA

8. Rehman Safdar ( 2012 ). Relative and Cross-National Human Resource Management Research: Development of a Hypothetical Model 12 (2 ) Global Journal of Management and Business Research, USA 9. Rehman Safdar ( 2012 ) Performance measurement and Civil services reforms in Pakistan: A study of Public Sector Organizations. Vol 6 No 3 Far East Journal of Psychology and Business

10. Rehman Safdar ( 2012 ). A Study of Public Sector organizations with respect to Recruitment, job Satisfaction and Retention. Global Business and Management Research: An International Journal Vol. 4 No. 1 11. Muhammad Usman Qaisar, Muhammad Safdar Rehman, Muhammad Suffyan ( 2012 ). Exploring Effects of Organizational Commitment on Employee Performance: Implications for Human Resource Strategy. Interdisciplinary Journal Of Contemporary Research In Business Vol. 3 No. 11

12. Muhammad Usman Qaisar; Muhammad Imran Qaiser; and Muhammad Safdar Rehman ( 2012 ).“HRM-Performance Relationship: An Empirical Study of Law Enforcement Officers in Pakistan“ Mustang Journal of Business and Ethics volume (3)

13. Rehman Safdar ( 2013 ). Analytical Method of Job Evaluation for Humanitarian Actors in Health Sector of Pakistan. International Journal of Managerial Studies and Research (IJMSR) Volume 1, Issue 2 PP 37-44 14. Malik Muhammad Afzal, Kashif Ur Rehman and Rehman Safdar ( 2016 ). Mediating effect of Job design between practice of Job analysis and Organizational performance: A study of E-media of Pakistan. Science International (Lahore), 28(3),pp 2731-2742,

15. Muhammad Majid Mahmood Bagram, Imam Ahmad and Muhammad Safdar Rehman ( 2021 ). Impact of Compensation System and Organizational Justice on Employees’ Performance with Mediating Role of Organizational Commitment. International Review of Social Sciences

(IRSS)., Vol 9 issue 3, pp 7-19

16. Muhammad Majid Mahmood Bagram, Muhammad Safdar Rehman and Saqib Saeed ( 2021 ). Transforming Bureaucratic Organization into Learning Organization: Role of Job Performance and Creativity in Learning Organizations. International Review of Social Sciences (IRSS)., Vol 9 issue 4, pp 1-12

Conference:

Attended 80th International Atlantic Economic Conference held in Boston, MA, USA from 8-11 October 2015

Contact this candidate