SYEDA YASMIN RAHMAN

425-***-**** advowk@r.postjobfree.com bd/linkedin.com/in/yasmin2

HUMAN RESOURCES DIRECTOR

SENIOR HUMAN RESOURCE BUSINESS PARTNER

Granted Award by Asia-Pacific HRM Congress for Outstanding Contribution in the Human Resources Field Who’s Who of Women Leaders

Advisory Member of Private University Board, Advisory Council Member of Bellevue City, WA istinguished 20+ year career building, transforming, optimizing, and aligning Human Resources / Talent strategies, models, and best practices with business objectives. Proven success in analyzing the needs, defining the strategy, communicating the approach, and implementing policies, plans, and programs that have enabled Accenture, Telenor

(GPIT), Grameenphone, and UNICEF to achieve evolving strategic, organizational, and regulatory goals. Fluent in French, English and Bangla.

LEADERSHIP PROFILE

Strategic planning & leadership…strength in establishing and managing best- in-class HR organizations that have positively impacted business results for rapidly growing and transforming regional, national, and global organizations.

Change management…catalyst for series of innovative human resources initiatives that have increased operational excellence, realized savings, improved employee satisfaction / retention, and mitigated risks.

Impact and influence…successful in positioning HR as a core business function and a strategic partner to management teams in minimizing business impacts, increasing people excellence, and improving financial performance.

Relationship building...skilled in communicating and interfacing effectively with employees, management, business, and staff to introduce solutions, resolve issues, and foster a culture of transparency and communication. Human Resources Policies,

Processes & Standards Design

Recruitment, Development & Talent

Management Strategies

Benefits & Compensation Plan

Design / Standardization

Organizational Development /

Post-Merger & Divestiture

Transition Management

Employee Relations & Performance

Management / Retention /I&D

Legal & Regulatory Compliance

PROFESSIONAL EXPERIENCE

ACCENTURE USA Jan 2016-Present

SENIOR HR LEAD/BUSINESS PARTNER/CLIENT ACCOUNT HR LEAD Strategic Planning & Transformation Leadership - Inclusion & Diversity - Business Partnership - Organizational Development Held and Transitioned to a progressively more complex and responsible Global role over the period of 7+ years to oversee the HR/Talent functions directed towards various industries, client account teams, global Sales leveraging the deep expertise and long experience gained in the field. Designed Talent Strategy for the 200,000+ Global Team of Accenture Technology. Member of senior leadership team accountable for defining solutions to enable business growth, HR effectiveness, employee engagement and progress on Inclusion and diversity goals.

Defined Talent Strategy for business groups

− Introduced talent management framework for global team spanning North America, Europe and Growth Market. Built processes for effective resource mobilization. Built and implemented succession planning process, retention strategy, mobility programs, Inclusion and Diversity programs.

− Invigorated Career Architecture of Global Sales team for next generation talent growth successfully in 2022.

− Developed and implemented Learning Framework for Technology Sales group globally

Led the formation of Inclusion and Diversity strategy in alignment with business goals

− Mobilized teams in providing strategic counsel and guidance to business entities to sensitize on diversity goals, inclusion in career progression and retention of diverse talent.

− Championed leading strategic discussion and training on I&D for the leadership team and clients on how to build a culture of inclusion and diversity by bringing in Accenture Global Research findings to the group. Organized Design Thinking sessions to have tangible action plans that are being implemented

Established processes for HR Operations for resource strategy and enablement, training, succession planning, and promotion readiness which included Executive Talent plans. D

SYEDA YASMIN RAHMAN PAGE 2 OF 3

HR Transformation lead for large global client accounts i.e. Microsoft, Puget Sound Energy and T-Mobile Account teams from 2016 to 2021.

Increased employee engagement YoY for Account teams which resulted in retention of key talent, higher engagement score overall and laying the foundation of work environment where people can thrive

Successfully integrated newly acquired companies into the workforce with innovative onboarding, streamlining the Performance management programs and process thereby reducing attrition

Partnered with Gallup to roll out people programs

Partnered with the Business Leaders and designed people programs aligned with Business Strategy i.e. Sucession Planning, Engagement, Learning and training programs, Recognition programs, Diversity pipeline creation, and established data driven decision making approach for continuous improvement

Established structured Talent Acquisition process for staff augmentation for project ramp up

Built and led global HR teams to ensure people plans are developed and rolled out to create positive employee experience thereby keep attrition within targets and retain key talent

Successfully reduced risks by identifying potential Employee Relations matters and addressing so that conflict can be minimized.

Ensured during the pandemic years, people have strong collaboration through various virtual connects and timely addressed all employee matters during this unprecedented times. One of the flagship program introduced was having a task-force during 2020 to anticipate and address people matters due to pandemic situations.

Act as Inclusion Ambassador for West region of US to advocate and influence policy changes to create more inclusive culture where people can be their authentic selves. ACCENTURE BANGLADESH 2013-2015

COUNTRY HUMAN RESOURCES LEAD (2013-2015)

Strategic Planning & Transformation Leadership - Change Management - Business Partnership - Organizational Development Kept on following acquisition of GPIT and charged with assisting employees in adapting to new organizational structure. Following success, challenged to restructure, expand, and transition the Human Resources Organization into new HR Business Partner Support Model supporting Outsourcing, Technology, Sales, and Corporate entities. Hold complete oversight for staff of 20 through 5 direct reports. Member of senior leadership team accountable for defining solutions to enable business growth.

Defined the change management strategy and communication framework that resulted in the successful post- merger transition of GPIT employees to Accenture.

− Introduced and advocated value-proposition of Accenture’s rewards, benefits, career progression, and mobility programs that reduced attrition by 4-5% within 10 months of merger.

− Established the talent recruitment, development, and retainment strategies that enabled organization to grow from 450 to 645 employees within one year.

Led the build out of new HR Business Partner Model that has enhanced the alignment of human resources strategies with evolving business goals, and positioned organization as an Employer of Choice.

− Mobilized teams in providing strategic counsel and guidance to business entities that has driven organizational performance and people excellence. Championed the establishment of recruitment, succession planning, compensation, and capability development strategies to maximize financial performance.

− Partnered with business leadership to review and recommend compensation, reward, and benefit packages.

− Formed critical partnerships with higher educational institutions and non-profit organizations to secure needed talent. Partnered with Save the Children to conduct a feasibility study and launch a pilot Talent Recruitment Program focused on providing job skills training and placement opportunities for disadvantage and at-risk young people.

− Established and ensured the adoption of people policies and processes, from initial recruitment to retirement. GRAMEENPHONE IT, LTD. (GPIT), a TELENOR affiliate

CHIEF PEOPLE OFFICER (2010-2013)

Strategic Planning & Organizational Design - Change Management - Merger & Divestiture - Staffing & Retention Chosen and promoted to build the Human Resources Organization for newly divested GPIT subsidiary by Grameenphone. Held full strategic planning, leadership, and management responsibility for resource integration, policies and procedures design, compensation management, legal compliance, talent acquisition, capability development, succession planning, and employee relations for new IT Managed Service Company. Managed efforts of 10 through 5 direct reports.

Established an effective Human Resources model that enabled organization to evolve as an Employer of Choice.

− Partnered with business to define and implement staffing, succession planning, compensation, cultural / team building, and capability development strategies as employee base grew from 264 to 450 within 3 years. SYEDA YASMIN RAHMAN PAGE 3 OF 3

− Introduced and migrated organization to an outsourcing model for recruitment, compensation, and facility maintenance that greatly reduced costs and enhanced the delivery of services as company grew rapidly.

− Transitioned organization to a standardized compensation model that slashed operating costs.

− Partnered with Shahajalal University in a strategic initiative that resulted in launching the 1st search engine in Bangladesh.

− Transitioned from existing software to Workday as part of the Global Initiatives. Led the transformation project.

Member of leadership team that defined the strategies and roadmaps that enabled the separation from parent company, launch of new business within one year, and subsequent acquisition by Accenture.

− Created the plan to align 264 Grameenphone resources with GPIT’s policies, procedures, and standards. Instituted Town Hall meetings that strengthened employee engagement, improved morale, and resulted in retaining key talent.

− Collaborated in conducting due diligence on potential buyers to ensure alignment with GPIT’s culture. Partnered with Ernst & Young to communicate acquisition and transition initiatives to employees. GRAMEENPHONE, a TELENOR Business Unit

HEAD OF HUMAN RESOURCES OPERATIONS SERVICE & COMPLIANCE / EMPLOYEE RELATIONS PEOPLE & ORGANIZATION DIVISION (2009-2010)

Transformational Leadership - Compensation & Benefits Restructuring - Business Continuity & Conflict Management Advanced and given full responsibility for benefits & compensation, employee relations, and compliance functions for 5,000- employee organization and 2,000 outsourced personnel. Directed team of 22 through 5 direct reports in analyzing, defining, and enhancing processes, procedures, and strategies to retain key talent, maintain compliance, and elevated brand identity.

Drove a complete transformation of core Human Resources functions that increased employee satisfaction.

− Implemented HR ERP system in Oracle for HR Automation project for the company. Simplifies work processes, enabled leadership and teams for change management and adoption of digital transformation.

− Established the One Stop Service Framework and restructured teams into subject matter experts that provided employees with a centralized means to obtain answers and resolve issues.

− Built self-service capability into the Oracle Human Resources system that enabled employees to access benefit and compensation data, and request marketing materials and technology.

Aligned policies and procedures with corporate Codes of Conduct and evolving regulatory requirements.

− Provided support to management in resolving labor issues, mitigating conflicts, and negotiating settlements. Built relationships with the Ministry of Labor and developed Strike Contingency Plans to mitigate business disruptions.

− Managed the investigation of inquiries and allegations to Codes of Conduct and compliance issues.

− Member of the Disclosure Committee that defined strategy for the dissemination of price sensitive information.

− Defined the policies to advance diversity and gender equality within the workforce. HEAD OF ETHICS & COMPLIANCE / EMPLOYEE RELATIONS - HUMAN RESOURCES DIVISION (2008-2009) Legal & Regulatory Compliance - Organizational Development - Transformational Leadership - Policies & Procedures Promoted into high-profile role and challenged to create a culture of transparency and communication, strengthen the alignment of policies and programs with regulatory requirements, increase awareness and compliance with Codes of Conduct across the enterprise, and improve safety and welfare of corporate and supplier / vendor employees. Managed staff of 4.

Provided the effective leadership that reduced risks, prevented material losses, eliminated child labor and hazardous working conditions in the value chain, and increased employee satisfaction and retention.

− Formulated and implemented the People Policy that enabled organization to comply with labor laws. Developed and oversaw the delivery of e-learning program to 5,000 employees on compliance and Codes of Conduct.

− Strengthened Codes of Conduct that increased visibility and adherence to corporate mission, values, and principles.

− Collaborated with procurement to set up a monitoring framework to ensure that suppliers, vendors, and their subcontractors complied with organization’s child labor regulations and health safety policies.

− Partnered with Group Compliance and Group General Counsel to mitigate issues. Delivered reports to Board of Directors on compliance deviations and mitigation strategies. EMPLOYEE RELATIONS MANAGER / COMPLIANCE MANAGER (2006-2008) Transformational Leadership - Business & Employee Relations - HR Policies & Procedures – Regulatory Compliance Recruited into newly established role within the Human Resources Organization to build the Employee Relations Department, establish relationships with government entities to address labor issues, and foster a culture of employee engagement and communication for this rapidly growing 4,000 employee telecommunications service provider. Based upon success, promoted and given additional responsibility to establish the Compliance Department.

Institutionalized training and professional development, rewards & recognition, performance management, benefits, and grievance programs that elevated employee satisfaction to 86% and mitigated litigation. SYEDA YASMIN RAHMAN PAGE 2 OF 3

− Revamped the Employee Handbook that increased visibility of policies, benefits, and standards of conduct.

− Established the Employee Grievance Mitigation and Escalation process that aligned with local laws, mitigated financial and reputational risks, and was subsequently adopted by other countries. Instituted a committee to investigate allegations and grievances. Educated and mentored managers on new standardized processes.

− Standardized the Performance Evaluation process, implemented Rewards & Recognition programs, and established 24/7 Employee Call Center that maximized recruitment and retainment of critical talent across competitive landscape.

− Held critical role in rolling out Oracle HRIS that automated core HR functions. Tested and validated functionality and collaborated with Oracle to train employees and HR resources.

Held critical role in building a formalized Compliance Organization as company grew as a public traded entity.

− Led the implementation of internal controls to achieve compliance with corporate policies and Sarbanes-Oxley regulations.

UNICEF

NATIONAL PROGRAM MANAGER (1998-2006)

Talent Management & Retention - HR Policies & Procedures - Program Management - Relationship Management Dedicated 8-year career providing the leadership to secure needed funding, strengthen capacity of teams, and improve visibility of organization’s programs and mission to provide humanitarian assistance to children in developing countries.

Key contributor in defining and implementing Human Resources strategies for the region and nationally.

Collaborated in standardizing the travel guidelines and process for employees and partners that optimized value.

Partnered with Human Resources to conduct a 5-year salary benchmark to ensure the of alignment organization’s compensation structure with industry best practices and to maximize employee retention. Foundational experience as Administrative Officer and Project Officer for Embassy of France in Bangladesh; and French Language Instructor / Translator for Alliance Francaise de Dhaka (1993-1997) EDUCATION & CREDENTIALS

Cornell University, ILR, 2015

Master Certificate in Human Resource Management

HARVARD BUSINESS SCHOOL, 2012

Executive Development Program

BI NORWEGIAN SCHOOL, 2010

Certificate in Global Leadership Development

INSTITUTE OF BUSINESS ADMINISTRATION / UNIVERSITY OF DHAKA, 2001 Master of Business Administration (MBA); Concentration in Finance DEPARTMENT OF MARKETING, UNIVERSITY OF DHAKA, 1995 Master of Business Studies in Marketing

ALLIANCE FRANCAISE DE PARIS, 1993

Certificate Elémentaire de Francais Pratique (French Language Diploma) Certification, Professional Development & Training Certified Trainer & Career Coach on Leadership Telenor Global Ethical Council Conference Telenor Compliance Workshop Application of Bangladesh Labor Law Emergency & Security Training Competency Based Interview Skills Project Management Gender Mainstreaming Assessment & Workshop Gender Training Design Thinking Trainer Professional Memberships & Affiliations

Harvard Alumni Member for Yard Ventures National Professional Women Association (NPWA) SHRM USA Academy Industry Advisor Board Member, North South University 2015 Sustainability Committee Member, Nordic Chamber of Commerce and Industries 2014 Member, Bangladesh Women in Technology Former Vice President, Bangladesh Society for Human Resources Management (BSHRM) Member, Rotary Club (Present) Advisory Council Member of South Asia Advisor Council Bellevue City Police Department 2020-present

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