Khan Imran-

Talent Management, Organizational Development, HR Strategy, Talent Acquisition, Project Management , Leadership development and branding.

Succession planning, performance management, organization development & design, KPI’s, Organizational effectiveness, Change management, Leadership Development, Development/Assessment Center, M&A, HR Transformation project management, SAP SuccessFactors Implementation EC, PMGM, LMS Travel & Claim Management.

Coaching & Executive Succession Planning,Organization Design and Development,Organizational and Strategic Planning. Executive Talent Management & Development Develop, initiate and maintain effective programs for workforce retention, promotion and succession planning. Ensuring the HR practices are aligned with the business strategies. Developing competencies for each business functions, develop competency models. Provide professional expertise and support in the design, development and implementation of the talent review process that is required to achieve business goals and results in the creation of an internal bench of top talent. Collect, analyze and maintain data gathered to inform targeted leadership development (e.g., succession planning). Work closely with the HRIS manager to collect and coordinate aggregate data for talent pool and translate those data into insights through data analysis that drives deliberate action plans at the appropriate levels. Develop and implement creative and innovative sourcing strategies and techniques to build a pipeline of qualified candidates. Planning regular employee performance evaluations Organizing and overseeing individual and team training programs (both outsourced and in-house.) Conducting skills gap analyses Team Building

• Developing Competencies for specific role. • Identify & develop the Succession Planning for SABIC leadership. • Implement the 9-box grid for Executive Leadership within each business functions. • Calibrate and Validate Succession Planning Process. • Align Leadership on Talent Pipeline through 9-box grid. • Developing IDP ( Individual Development Plan) • Talent Calibration based on Potential, Performance and Readiness levels. • Develop Succession and Growth plan. • Develop Action Plan for Executive Successors. • Integrate with functional HRBP’s to identify the talent pool within each function. • Working closely with Talent Management Community to identify the Talent Pipeline. • Assist Recruitment CoE in Talent Acquisition. • Assimilation. • Team Building. • Change Management. • Performance and Strategic Planning. • Update the Strategic Plan and Key Performance Indicators. • Early Career Program (ECP) for Fresh SABIC Engineers/Graduates. • Analytics on ECP Goal Plans. • Handling ECP Performance evaluation. • Assists C&B on ECP Annual Salary Planning. • Annual survey. • Competency Assessment.

• Performance appraisal. • In-house and out-house training. • Induction of new employees. • Provide brainstorming sessions. • Planning and coordination for the various SABIC and Aramco Projects. • Handling employee grievances and employee satisfaction. • Mapping departmental structure. • Work force Planning for short & long-term projects. • Employee assessment after completion of assigned project. • Preparing reports for yearly increment and departmental budgeting. • Training employees for job rotations. • Measuring success factor.

 Lead entire gamut of HR including Recruitment, Training and Development, Performance Appraisal, Performance Management, Grievance handling, Compensation and Benefits, Organizational Development and maintenance of Organizational discipline and culture.  Development of HR department (Forms, Employee handbook, HR manual)  Lead for End-to-End recruitments, which includes screening, interviewing, negotiations, and presenting formal offer letters to the selected candidates.  Responsible for performing reference checks and Parity Check of all the potential candidates.