Basheer Ahmed is a senior human resources professional seeking a role in HR strategic management, performance management, employee relations, succession planning, recruitment, or organizational development. He has over 20 years of experience in HR leadership roles and has a track record of aligning business and HR strategies, implementing performance management systems, reducing recruitment costs, and fostering learning and development. Currently he is the HR Manager at National Plastic & Building Materials Industries LLC in Sharjah, UAE.

1. BASHEER AHMED
: +971-55-7122344
: +91-85890 22344
: basheerspeaks@gmail.com
: Flat No: 305, Al Rayan Apartments, King Faizal Street, Sharjah, UAE
HIGH-IMPACT SENIOR LEVEL HUMAN RESOURCES PROFESSIONAL
CAREER OBJECTIVE
A competent and diligentHR professional and peopledevelopment expert with proficiency in masteringHR situations,highly
knowledgeable in a wide variety of professional HRdisciplines and an expert in designingorganizational strategy & corporate
objectives,implementing employee performance management system, managingteams and meeting strategic business
objectives; targeting for senior level assignments in HR Strategic Management / Performance Management / Employee
Relations / Succession Planning/ Recruitment / OD intervention wi th a reputed organization in any industry.
NOTEWORTHY ACCOMPLISHMENTS
 Essayed a stellar role in designing corporate business strategy and objectives
 Successfully aligned the corporate business strategy with the strategic management of human resource
 Designed and driven well accepted fool proof performance management system with a marginal growth in employee
engagement
 Steered efforts in structuring & implementing manpower forecasting system to assess manpower requirement of the
company for oncoming projects in accordance with market demand
 Reduced the recruitment cost by 65% by utilizing non-traditional cost free/low cost hiring methods
 Played a vital role in maximizing the efficiency of HRIS by introducing more functionality to ERP HR module
 Being a change agent, contributed valuable inputs to the organizational development by devising well effective SOPs to
smoothen various departmental operations and intervened various improvement programmes
 Effectively introduced and controlled employee engagement programmes to make sure the long term commitment of the
workforce and to improve the overall performance of the organization
 Formulated and executed standard HR policies & procedures to the best practiced one in the region and released HR
Manual and Employee Handbooks
 Played a key role in put into practice the continual improvement programmes Kaizen Tool; 5S in the organization
ACADEMIC DETAILS
2015 - CIPD Level 7, Advanced Diploma in Human Resource Development through ICS Learn, UK (pursuing)
2012 - Diploma in Human Resource Management from American Institute of Business Management, Dubai
1997- Post Graduate Diploma in Computer Applications from Institute of Human Resource Development, Kerala, India
1993 - Bachelor of Science from Calicut University, Kerala, India
CERTIFICATIONS
 Certified International Professional Training Manager (CIPTM), American Certification Institute, USA in May’13
 Certified Professional in Human Resource Management (CPHR) from Centre of Management Studies, Dubai, UAE;
approved by Department of Education, Dubai, UAE in Jul’12
 Transaction Analysis (TA) from Asha Counselling& TrainingServices,Dubai;approved by International Transaction Analysis
Association, USA in Apr’13
 NLP Practitioner Certification Programme from Neoway, Bangalore, India; approved by National Federation of Neuro
Linguistic Programming, USA in Sep’10
 Post Graduate Certificate in Tourism & Travel Management from Kerala Institute of Tourism & Travel Studies (KITTS),
Trivandrum, Kerala in Jun’94
MEMBERSHIP
 SHRM: Society for Human Resource Management US - Professional Membership
 CIPD: Chartered Institute for Personal and Development UK – Student Membership
CORE COMPETENCIES
A vibrantperformance-driven professional with expertisein comprehensive scope of HR areas including
~ Corporate Strategy Planning ~ Performance Management ~ Strategic HR Management
~ Organizational Development ~ Payroll Administration ~ Employee Relations
~ Sourcing & Hiring ~ SuccessionPlanning ~ Learning & Development
~ General Administration ~ Project Management ~ HR Process & Procedures

2. • Strategy architect credited with implementation of innovativepath-breakingHR initiatives to streamlineprocesses and
capitalizeon organizational growth opportunities
• Proficient in managing modern HR systems with skillsin maintainingharmoniousindustrial relationsamong
management & employees through efficientadministration and resolution of employees’ grievances
• A creative thinker, luminary,problemsolver & decision maker who balances needs of employees with the organizational
mandate
• A change agent who converts HR Department from cost centre to profit centre through the implementation of modern HR
strategies & functions
• Skills in aligning corporate goals with various departmental goals through KPA and ensuringthe performance through
various KPI relevantto the functions of each department
• Skills in spearheading employee relations & talent acquisition activities and settingpriorities for improvingthe
competence of the workforce
• Outstandingly successful in managingend-to-end HR processes atdifferent levels in a matrix structure and ensuringrisk &
compliancefor the business
• Team-based management style coupled with the zeal to drive visionsinto reality as well as achieved the same through
effective mentoring, trainingand career planningof team members
• Achievement oriented professional with excellent people management skillsand an ability to manage change with ease
ORGANIZATIONAL EXPERIENCE
Since Sep’13 National Plastic & Building Materials Industries LLC, Sharjah, UAE as HR Manager
Sep’07 – Jul’13 Metallic Equipment Company LLC, Sharjah, UAE as HR Manager
1. National Plastic Industries is one of the premiere plastic pipes manufacturers of UAE founded in 1975 by Dr. Anton Kronfli
in Sharjah. NPI is an ISO certified company which incorporates latest technology, equipments and professionals.
Key Responsible Areas:
Being one of the firstmanufacturingindustries in UAE, the biggest challengeI have faced in NPI is to change the approach froma
traditional HRmanagement system to the modern strategic HR initiatives.The key achievements I could contribute are the
designingof HR strategies in align with the corporate business objectives,implementation of effective performance
management system, Standardizingof company HR process and procedures and development of an employee friendly learning
& development environment.
Designing Corporate Business Strategy:-
It is always welcometo have an HR professional on the board of corporate business strategy to design a well effective business
strategy in align with the company’s business goalsand objectives with the HR Strategy. Being the one of the activemembers of
the company’s business strategy team, provided valuablecontribution to formulate an effective long term and short term
corporate business plan.
Define HR Strategy and Objectives:
In linewith the corporate business objective,designed and implemented a well accepted HR strategy in the organization which
makes sure the activeparticipation of all thestake holders of the organization towards the corporate growth and organizational
effectiveness.
Implementation of effective Performance Management System:-
To replacethe traditional annual appraisal method, devised and executed KRA and KPI based integrated performance
management system in the organization that clarifies the roleand responsibilities of the employee in the organization.
Manpower Sourcing:-
Reduced recruitment cost by 65% by utilizing non-traditional cost free/low cost acquisition methods.
Improving HRIS:-
As per the new HR strategy management and performance management, fine tuned the HRIS module available in the in house
developed ERP Software.
2. Metallic Equipment Co. LLC is one of the ISO-IMS certified leading manufacturing and trading companies of UAE who have
been in the forefront of the manufacturing industry for the last four decades with a head count of 450 employees. This being
my first job in middle-east always remains a great source of inspiration and awe. Considering this role with MEC gave me a
strong foothold of the HR function as practiced in the middle-east, I remember the 5 years spent in this role with great
fondness.

3. Key Responsible Areas:
Standardizing HR Process and Procedures:-
With a commitment to practice the best HR practices in the region, fine tuning the current HR processes and procedures of the
company and practicing standard HR process and procedures. Devising HR manual and releasing employee hand outs by
identifying important policy issues and to clarifying various HR operations to employees.
Initiate Organizational Development:-
In order to bringorganizational effectiveness and competency, lead a leadingrole in change management programwith series
of interventions. Being a change agent, coordinated with various departments to bringorganizational change and devised SOPs
for the smooth flow of business activities in each department.
Foster Learning & Development:
Learning is a never ending process and an activelearning& development environment shows the organizational competency
and development of the organization.Successfully develop an effective L&D environment for the enhancement of technical and
soft skills of the employees.
Introducing Employee Relations Programme:
As employee retention was one of the important issues facingby the company, initiated and driven employee relations
programmes to make sure the long term commitment of employee to the organization thereby improve the employee
retention.
Manpower forecasting and Recruitment
Designed and successfully implemented manpower forecastingsystem which can assess themanpower requirement of the
company for upcomingprojects in accordance with sales & marketing department. Successfully recruited more than four
hundred employees duringthe tenure from managerial positionsto unskilled labours.Whilejoining,the employee count was
less than 200 and whileresigningthe total employees were 530.
Coordination of ISO Integrated Management System
Played key rolein implementation of ISO-IMS integrated management system in the company. Provide proper guidelines to all
the departments & sections to standardizeall theprocesses and documentations to implement ISO standards in the
organization.
Performance Appraisal and Reward Management
Effectively implemented the 360 degree system of performance appraisal in order to identify the performers in the
organization and introduced the reward system as promotions,salary increments and performance incentives .
Developing HRIS
As HRIS is the backbone of any HR Department, with the supportof the top management, designed and developed a well
effective HRIS which enforced to take fast decision on human resource issues
PREVIOUS EXPERIENCES
Apr’05 – Jul”07 Positive HRM India Pvt. Ltd. as Chief Operating Officer
Jan’03 – Mar’05 Institute of Communicative English, Bangalore, India as Zonal Manager
Apr’01 – Dec’02 Huda Info Solutions, Kerala, India as Marketing Manager
Apr’99 – Feb’01 Aptech Computer Education, Kerala, India as Centre Head
Dec’97 – Mar’99 IT Faculty `in Aptech Computer Education, Kerala, India
Jul’94 – Mar’96 Trainer - Travel & Tourism Management
PERSONAL DETAILS
Date of Birth: 1st May 1972
Language Known: Malayalam, Hindi and English
Nationality: Indian
Marital Status: Married
No. of Dependents: 3
Passport No.: G3188423
PassportValidity: 16/05/2017
Visa Status: Employment - UAE
Driving License: India and UAE
Location Preference: UAE / UK / Australia / Singapore / India