Jasmine Saeed

• Led Cultural Transformation Initiatives post-acquisition by SHV Energy, cultivating a high-performance and reward-driven workplace culture aligned with global best practices. • Designed and Implemented Learning Programs to build leadership capabilities and enhance workforce development, directly contributing to organizational scalability. • Developed and executed a results-oriented Performance Management System that fostered accountability and goal alignment, linking individual contributions to broader business objectives for measurable impact. Cascaded company strategy to individual SMART goals, resulting in alignment between organizational KRAs and employee deliverables. • Acted as a Strategic HR Business Partner, aligning HR strategies with business goals, improving cross-functional collaboration, and driving employee engagement and organizational performance. • Established a Future-Ready Talent Pipeline through structured succession planning and talent management strategies, ensuring leadership continuity and readiness for critical roles. • Modernized Compensation & Benefits Frameworks, including job evaluation (Hay methodology), salary benchmarking, and performance-based incentive redesign, ensuring market competitiveness and internal equity. • Championed Diversity, Equity, and Inclusion (DEI), embedding inclusive practices into company culture and increasing diverse representation across all organizational levels.

• Managed HR Business Partnering, driving initiatives in employee engagement, organizational design and manpower planning. • Pioneered a Diversity & inclusion campaign at remote sites, making women engineers feel inclusive, comfortable and safe at PAN India locations by overhauling channels of communication, safety protocols, amenities, and accommodation standards. Mapped org-wide roles for gender-fitment, to implement structured female hiring pipelines for plant and field roles. • Successfully Implemented HRIS, streamlining core HR processes and enabling data-driven policy execution, process automation, and improved workforce visibility. • Directed the Performance Management Cycle, overseeing goal setting, mid-year reviews, HR calibration sessions, bell curve normalization, and promotion processes to ensure a merit-driven culture. • Spearheaded Training & Development Programs, including TNA, budgeting, calendar planning, content design, delivery, and post-training impact analysis to elevate workforce capabilities and address strategic skill gaps.

 Established a full-fledged HR function from the ground up, creating foundational systems and policies aligned with organizational growth.  Designed and Institutionalized Company Policies and Procedures, establishing a structured HR framework aligned with organizational goals and compliance standards.  Led Core HR Operations, including creation of the company’s salary structure, end-to-end payroll management, and successful implementation of HRIS.  Managed Full-Cycle Recruitment, overseeing sourcing, screening, interviews, and offer finalization to attract and onboard talent aligned with business needs.

 Designed and Developed Innovative HR Solutions, contributing to the evolution of contemporary HR trends and practices.  Engaged with Senior HR Business Leaders to exchange insights and foster collaboration on emerging people strategies and workplace innovations.  Authored and Published Thought Leadership Content on the latest HR trends, including brochures and knowledge pieces for the wider HR community.  Delivered Targeted Training Programs on topics such as personality development, POSH compliance, international business practices, and global HR trends.

 Led end-to-end Training & Development initiatives, including needs assessment, budgeting, calendar planning, content design, facilitation, and post-training feedback analysis to drive continuous learning and capability building.  Effectively managed the entire Performance Management System (PMS) lifecycle, from goal setting and mid-year reviews to performance calibration, HR review meetings, and final bell curve implementation.  Designed and published the monthly internal newsletter, ensuring consistent and engaging employee communication aligned with company updates and culture initiatives.

 Ensuring smooth operations at all times and implementing company’s policies/ procedures by attaining organisational goals.  Liaising with International/ National agencies; supporting promotion of activities & special events organized by the company.  Coordinating & organizing events & other ‘training’ programmes, aimed at increasing their efficiency as well as enhancing the sense of bonding and oneness amongst the NHRDN members.  Spearheading T&D initiatives, planning trainings across levels based on the requirements; conducting various training programmes/ workshops pertaining Compensation & Benefit, Performance Appraisal, Balanced Score Card, Developing HR Competency Frameworks, Strategic Thinking & Alignment, etc.  Seeking feedback from trainees to ascertain effectiveness of the training programmes and incorporating the same in future trainings to ensure greater benefit to the participants.  Designing & developing modules & customizing training programmes based on the need analysis; creating content and rolling out all training programmes across the region.  Building and fostering good interaction between NHRDN Members and motivating individuals to excel in the learning process, ensuring that members remain well-qualified to provide highest level of quality and service.  Directing Internal & External Branding/ Research/ Internal Communication; preparing management level reporting (Company’s Annual Report) on the brand’s performance, needs and forecasts.  Guiding the end- to end process of creating HRD Newsletter by liaising with all the teams like editorial, publishing, advertiser’s team; editing articles and chapter news and publishing the same.  Managing development of all creative materials for brand to assure correct presentation and accurate & effective communication of the brand’s positioning, features and benefits.

 Made significant contributions towards internalizing the brand among members of the organization; carried out a gamut of tasks entailing:- o Analyzing membership trends. o Increasing the membership base. o Engaging members within the organization for activities like Change of Logo, Change of Newsletter, etc. o Organizing events on contemporary Human Resource Management issues