•	Directed and implemented strategies and best practices associated with fostering a human capital infrastructure in line with GSK culture and business objectives 
•	Revamped the performance management strategies through introducing an effective goal-setting, performance review, and development strategy. This resulted in identification and retention of key talent pool and increased the average employee productivity by 30% 
•	Established and fostered an employee engagement strategy to achieve the cultural goals for the organization. Implemented a prolific Employee Value Proposition model throughout the region resulting in best in industry employee engagement levels
•	Design and implementation of various OD interventions to create a truly great place to work and be a partner in delivery of aggressive and sustainable financial results
•	Coach and support Leaders in the delivery of key HR activities, in alignment with the HR operating model.
•	Design and implementation of strategic learning interventions to meet current and future Talent outlook
•	Designed, developed and implemented Talent & Succession Management Model and Executive Mentoring initiative. Collaborated with the Leadership Team to develop and implement
•	Diagnose and/or deliver change projects in line with the HR and business agenda, successfully manage progress and Lead key HR Operations department milestones, deliverables and metrics
•	Deliver cultural change projects and workforce restructuring in line with the HR and business agenda, as defined by the region.
•	Drive standardization and continuous improvement of HR Services, in alignment with the HR service delivery model and standard metrics, in order to increase HR’s effectiveness and enhance the customer experience.
•	Drive Performance Culture and ensure quality performance Management cycle is implemented across functions through coaching line Managers on the PDP best practices.
•	Efficiently manage key governance forums (Customer Board, HR Business Meeting, HR Council).
•	Supervise ER/IR issues and implement strategies to reduce such issues and enhance performance to ensure compliance best practices.
•	Understand the HR Risk environment, identify and mitigate potential HR risks
•	Drive annual development plans for all businesses and communicate the Global Learning offering and ensure that it is fully leveraged across the country / cluster to create learning culture