HRSG PBP - Vital Group Proposal

Vital Group
Assistance with HR Diagnostics Study and Design and Roll-out of HR Solutions

Proposal by HRSG People & Business Partnering
7th January, 2021
CONFIDENTIAL
1 © Copyright 2020 HRSG. The information contained herein is subject to change without notice.
Table of Contents
Introduction 4
Our Understanding of Your Requirements 5
Our Approach and Methodology 7
Time Frame 29
Our Professional Fee 31
Project Assumptions 33
Our Project Team 34

xx
About HRSG and HRSG Consulting 40
Introduction
HRSG People & Business Partnering (PBP) provides bespoke solutions to

leading organizations, helping them grow and succeed by capitalizing key opportunities. HRSG
Consulting’s multidisciplinary team brings over a 100 years of combined business experience
from the world’s leading organizations.
Our Understanding of Your Requirements
HRSG PBP understands that Vital Group (hereinafter referred to as Vital or the Company) which started its
operations in 1991 with the launch of Vital Tea and also launched other personal care items, such as Vital Beauty
Soap.
Vital Group (VG), as a business, is a unique blend of Asian values and global standards of quality. A strong people
(relationship) orientation coupled with professional integrity and highest level of commitment to delivering quality in
all the products and services – this unique combination has lent Vital a special recognition and acknowledgement
both in the business community and society at large. This business philosophy of Vital is reflected in all the
interactions and transactions, inland and outland.
The very reason why Vital came into being was to respond to the society’s needs to have access to quality
products. Vital Tea is the very first product which was launched at a small town in Punjab, ‘Haroonabad’, and has
been exported since 2005. Within a very short span of time, it started selling it across the country and to a larger
market outside Pakistan as well.
Vital believes in: “Quality is the main product and Trust is our earning. Quality is what we sell and Trust is what we
earn.”
Our Understanding of Your Requirements
As such, following HRSG People & Business Partnering (PBP) subsequent meetings with Vital Management, we understand
that the Company wishes to review its strategic intent and HR practices, and as such align itself with leading practices .
With this intent in mind, Vital has invited HRSG PBP to provide best practices’ HR counsel. HRSG PBP is pleased to help
Vital with this initiative by outsourcing a senior HR resource, who will be the People & Business Partner for Vital and will
assist in implementing the proposed HR Framework at Vital. The following pages detail our approach to this exercise, with
the deployment of the HR resource, conducting an HR Diagnostics study (HR Audit) of the Company’s practices, structures,
policies, and framework, and assisting Vital with all key HR initiatives spread over the 12-month (1 year) period as agreed with
the Company.
The benefits of such an exercise are multifold, as it provides Vital with access to best practice / leading HR practices
through deployment of the HR Senior Resource. The exercise also introduces and ensures a thriving HR culture
conducive to the growth, recognition and reward of its people towards growth and success of the organization. The
engagement teams at HRSG PBP and Vital will be one-project team working for the benefit of Vital Group.
As such, HRSG PBP has designed a scope of work that would help Vital effectively fulfill this organizational initiative. We
understand that the required scope of work covers up to 250 employees in Karachi.
The following pages outline HRSG PBP’s Scope of Work, Approach, Methodology and Professional Fee to assist Vital with this
significant initiative.
Our Approach and Methodology
The HRSG Advantage
Deploy Centre of
Understand Vital’s HR Adopt Centre of
Excellence HR
operations and strategic Excellence elements for
methodologies and
objectives HR Diagnostics study
framework through
deployment of HR
resource
Train the stakeholders in
the process
Overall Approach
 We have developed an approach that allows us to work with our clients, rather than for the client. This means
that our client’s team (you) has greater involvement in, and ownership of the project outcomes. This reaps
several benefits:
o It allows the Vital team to feel that they have had more input in the process and solutions
o It permits knowledge transfer of the HR methodologies, processes and systems we use to recognize and
implement solutions
o It facilitates the assistance of the HR Diagnostic Study at Vital, and subsequent implementation of key HR
areas of concern through deployment of our HR Senior Resource, and assistance with design of HR
solutions
 We believe that this substantial client team feedback and involvement offers a significant benefit in
understanding the current business challenges at Vital, and assisting you with this initiative. Our proposed
approach divides our solution into two distinct phases that cover your requirements, as detailed in the following
pages. This will help address your requirements in an efficient manner and reduce the elapsed time required for
completion.
Overall Approach (Continued)
Phase 1: Deployment of HR Senior Resource and HR Diagnostics Study
Step 1
Mobilize project
Step 2
(applicable for both
phases 1 & 2) Deploy HRSG PBP
Step 3
Senior Resource to
Vital - to facilitate and Meet Vital Senior
Step 4
assist in Management team to
implementation of the understand strategic Conduct HR
proposed HR objectives & Diagnostics study for
Framework imperatives, and Vital to understand
vision & mission of current HR Framework,
the Company practices, processes
and related HR
Systems to identify
areas of critical
improvement. Develop
roadmap for Vital
(aligned to phase 2
requirements)
Leading Consulting Practices, Resources, Functional and Technical Skills
Project Management and Quality Assurance

Overall Approach (Continued)
Phase 2: Assistance with redesign of HR Framework
Step 1 Step 2 Step 3 Step 4 Step 5

Review and revise Conduct Job
Develop Job
Vital HR Policy & Evaluation of up to
Review and revise Descriptions (JDs) Design Job Grade
Procedure Manual in 100 unique positions
Vital Organizational for up to a maximum Structure for the
alignment with HR using a robust and
Structure of 100 unique identified positions
leading practices and structured
positions
local labor laws methodology
Design competitive Review and develop

Rewards/Compensation Performance Conduct Behavioral
Conduct Reward structure including design Management (PM)
Assessments for
of Annual Incentive Framework and
Survey for Vital (Bonus) Scheme, as well executives
conduct training
as Sales Incentive session on the new PM and non-executives
Scheme framework
Step 6 Step 7 Step 8 Step 9

Leading Consulting Practices, Resources, Functional and Technical Skills
Project Management and Quality Assurance
Phase 1
Detailed Approach – Phase 1 and 2
Key Activities – Confirm Scope and Assumptions

Step 1:
 Confirm project scope and assumptions
Mobilize  Mobilize project team and assign responsibilities
Project
 Compile information and documents that are already available
 Discuss project approach with client Project Manager / Focal Person
 Finalize the project approach with Vital
Vital’s Role
 Provide all requested information as appropriate
Project  Appoint a Project Manager / Focal Person who will be the liaison with HRSG PBP throughout the project
Planning and
Communication  Identify key executives for involvement in the approval of deliverables / reports and management of issue(s)
 Confirm the scope and approach
 Provide support and all essential data requested to undertake the engagement
Deliverable and Timeline

 Agreed project scope & approach and mobilized team
 1 Week
Detailed Approach – Phase 1
Key Activities – Deploy HRSG PBP resource for implementation

Step 2:
 Deploy HRSG PBP Senior Resource as People & Business Partner for Vital for a period of one year (12 months)
Deploy HRSG
 The HR resource shall conduct an HR Diagnostics Study and facilitate / assist in subsequent implementation of proposed HR
PBP’s Framework and key HR areas of concern
Resource to
Vital  Implement best practice recommendations on proposed organizational and people management solutions
Vital’s Role
 Confirm schedule of days and timings with HRSG PBP resource
Deploy HRSG  Arrange desk / cubicle and room and relative office supplies and facilities for HRSG PBP HR Resource at Vital
PBP’s Senior  Identify key areas of concern to be implemented
HR Resource
to facilitate and  Ensure efficient and effective turnaround time from Vital employees for completion of tasks relative to implementation process
assist Vital

 HR Consultation and delivery of project
 Full time deployment at Vital for a period of one year (12 months)
Key Activities – Meet senior management for business understanding

Step 3:
 Conduct meetings / interviews with Vital Senior Management to review, discuss and gain clear understanding of the following:
Meet senior  The company’s current business state, business plan and people strategy
management
 Current vision, mission and strategic objectives of the company with respect to its vision and mission
 Structural imperatives, drivers for growth and key areas of concern
 Any other concerns of the management
Meet Vital
Senior
Management
team to Vital’s Role
understand
strategic  Meet with HRSG PBP on the agreed dates and participate in all relative discussions
objectives &
imperatives,  Provide all required and related information (as detailed above)
and vision &  Identify and discuss additional key concerns if any
mission of the
company
 1 week (depending on availability and agreement of Vital senior executives)
Key Activities – Conduct HR Diagnostics study
 Conduct meetings with HR, Business Heads and relative personnel at Vital, to review and understand the current HR Framework at
the Company
Step 4:  Observe, review and understand key practices, processes and operations being carried out on current, group-wide Organizational
Conduct HR Structure, Job Descriptions, Job Grading Structure, Salary Structure, Performance Management and any additional HR processes
and documents where applicable
Diagnostic
study  Identify key HR areas of immediate business concern to management, analyze HR gaps and practices, and identify key areas for
potential improvement
 Document imperative areas of HR concern for management
 Collate findings from meetings to review and understand the current HR practices and systems used at Vital, and develop an HR
Conduct HR diagnostics report focused on the following areas:
Diagnostic o Current HR practices and systems used
study for Vital o Detailed analysis on critical gaps in the HR function – at a people, process and system level
to understand o Recommendations for improvement
current HR
Framework, o Roadmap to help develop and implement an effective operating model for the company (aligned to phase 2)
practices,
processes, Vital’s Role
and related HR  Participate in all required meetings (both HR and concerned Business Heads/identified personnel) and provide all required
Systems to
information for the project
identify areas
of improvement  Help identify and discuss additional key HR concerns if any
 Review and approve HR Diagnostics report
 Discuss critical (and focused) areas of HR concern and approve road map for HR Framework redesign in order to help bridge the
gaps between current HR practices and desired state

 HR Diagnostics report with roadmap
© Copyright 2020 HRSG. The information contained herein is subject to change without notice.
16
 5 weeks
Value Impact of HR Diagnostics Study for Vital Group
- Help ensure business sustainability
- Aligns HR framework with leading HR practices
- Conducts a comprehensive needs and priorities assessment
- Gains focus on immediate areas of improvement
- Allows business to make well-informed decisions
- Maximizes shareholder value
- Transforms local footprint to global footprint
Phase 2
The following pages reflect the nature of HRSG People & Business Partnering assistance with implementation of the
following key HR work streams:
The implementation exercise will be carried out by the deployed senior HR resource / PBP for Vital, using HRSG PBP best
practice methodologies and frameworks.
1. Review and revise Vital Organizational Structure

2. Develop leading practice Job Descriptions (JDs) for up to a maximum of 100 unique positions
3. Review and develop HR Policy & Procedure Manual in alignment with HR leading practices and local labor laws
4. Conduct Job Evaluation of up to 100 unique positions using a robust and structured methodology
5. Design Job Grade Structure for identified positions (Job Evaluation is a prerequisite for this step)
6. Conduct Reward Survey for Vital
7. Design competitive Rewards / Compensation structure including design of Sales Incentive Scheme
8. Review and develop Performance Management Framework and conduct training session on the new framework
9. Conduct Behavioral Assessments (psychometric assessments) for executives and non-executives
Key Activities – Review and Revise Organizational Structure

Step 1:
 Obtain an understanding of Vital existing organizational framework, key relationships and hierarchies, covering core business and
Review and operating functions
Revise  Identify structural imperatives / drivers and prioritize requirements
Organizational  Review existing authorization documentation (if any)
Structure  Identify any unnecessary or redundant positions and discharge responsibilities accordingly
 Define functional hierarchies within each department and division
 Review the functions to be performed by each of the departments in the new organizational structure
 Revise and recommend an overall and detailed Organizational (Functional and Positional) Structure for Vital
Vital’s Role
Review and
recommend an  Provide Vital current Organizational Structure, along with other requested information, for review and analysis
Effective  Participate in discussions on the Organization Structure review
Organization  Review and approve the recommended Organizational Structure with positions
Structure

 Draft Organizational Structure and Functional Description report
 8 Weeks
Key Activities – Develop Job Descriptions

Step 2:  Obtain confirmation of unique positions (up to a maximum of 100 positions) for purpose of development of Job Descriptions (JDs)
 Design and share a Job Analysis Questionnaire (JAQ) for each position which will serve as key input for JD development
Develop Job  Meet and discuss with identified key executives on their roles and understand responsibilities of identified positions at the
Descriptions management and functional level. Coordinate with HR or the concerned incumbent through discussion, where clarifications are
required for his / her role if not covered in the executive interviews
 Develop the JDs (on HRSG PBP JD Format - which will be approved by Vital), benchmarking against leading practices to ensure that
the JD statements reflect the concerned business unit structure / reporting lines, responsibilities, and related financial and non-
financial authorities as appropriate and where applicable
 Discuss the draft JD statements with the senior management and obtain comments
 JDs will also include Key Result Areas (KRAs) which are performance measures to be used for the performance assessment
exercise of management and non-management staff
Develop Job  Finalize JD statements
Descriptions for
up to a Vital’s Role
maximum of
100 unique  Identify unique jobs for development of JDs and provide all relevant information
positions  Ensure timely completion of JAQs and approve format for JD revision
 Participate in discussions on job roles and responsibilities
 Review and approve all developed Job Descriptions

 Draft Job Descriptions (for up to a maximum of 100 positions)
 7 weeks
Key Activities – Review and Revise HR Policies and Procedures

Step 3:
 Conduct meeting(s) with select senior management of Vital and Project Sponsor to review and discuss the following in order to
Revise Vital address concerns for an effective improvisation of the Company's HR Policies and Procedures:
HR Policy and – Vital HR strategy and current HR systems, processes and practices, as applicable
Procedure – All HR concerns with respect to Vital policies and procedures, e.g. concerns regarding recruitment, employee turnover, compensation
Manual and benefits, training and development, performance management, etc. in alignment with industry’s leading practices and labour laws
& regulations
– Any other relative concerns of the management
 Review Vital current HR policies and procedures manual
 Revise the current manual to one that is both employer and employee friendly, and aligned to the HR philosophy at Vital
Review and
revise Vital Vital’s Role
current HR  Meet with HRSG PBP for meeting(s) on the agreed dates and provide all required and related information
Policies and
Procedures  Participate in discussions on Vital corporate / HR concerns, in order to provide clarity on HR policy and procedure requirements
manual towards revision of an effective HR Manual
according to  Review the revised HR Policies and Procedures manual, and provide feedback and approval.
best practices
Timeline
 Draft revision of HR Policy and Procedures manual
 5 weeks
Key Activities – Conduct Job Evaluation

Step 4:  Identify benchmark positions to carry out a detailed Job Evaluation exercise of up to a maximum of 100 unique roles
 Identify key stakeholders from Vital for the purpose of providing key business understanding of jobs being evaluated, as well as any
Conduct Job key clarifications if needed, where HRSG PBP will bring the Job Evaluation know-how and market knowledge with respect to the
unique jobs. Our methodology is an international practice.
Evaluation  Use our Job Evaluation factors of Know How, Problem Solving and Accountability to establish job scores and shape for each job
position. Based on the range of scores and the desired reporting tiers, determine the Range Breaks and corresponding Grades and
Salary Grades’ Range Breaks as required
 Finalize the job evaluation exercise in coordination with Vital identified senior management for review and sign-off
Vital’s Role
Conduct Job
Evaluation  Provide all required and related information
using a robust  Review and participate in the Job Evaluation exercise where required
and structured  Ensure that the job evaluation members bring business understanding of the jobs being evaluated, which may not be necessarily
highlighted in the JDs
methodology,
of 100 unique  Confirm job evaluation results of the evaluated job positions (up to a maximum of 100 unique positions)
roles
 Job Evaluation report: evaluated jobs with evaluation scores for up to a maximum of 100 positions which will also serve as the basis
for the job grading structure
 5 weeks
Key Activities – Design Job Grade Structure

Step 5:
 Review and understand Vital existing Job Grade Structure (if available) for internal equity, anomalies and compression
Design Job  Recommend a new job grading structure, which is fair, removes anomalies, is market competitive / leaner and improves flexibility
Grade  Discuss and finalize the Job Grade Structure with Vital
Structure
Vital’s Role
 Review and participate in the discussions related to Job Grade Structure
 Approve recommended Job Grade Structure
Design Job
Grade
Structure (Job
Evaluation is a Deliverable and Timeline
prerequisite for
this step)  Job Grade Structure covering the unique positions assessed (up to a maximum of 100 unique roles) as part of the exercise,
indicating which roles would fall into respective grades
 2 Weeks
Key Activities – Conduct Reward Survey for Vital

Step 6: HRSG PBP proposes either Desktop Survey or Sponsored Survey to Vital as necessary, using the following methodology:
Conduct  Conduct meetings with Vital officials for identification and familiarity with Vital survey objectives and other details
 Vital would select a comparator group of 12-14 organizations or less, from the same industry that Vital is hiring from or losing
Rewards employees to, or a sector determined by it. This will commence through an invitation letter signed by a senior official of Vital to be
Survey sent to the comparators for participation in the survey.
 Conduct data collection (through a structured questionnaire) of all remuneration components provided by comparators for their
benchmarked job levels. Such remuneration components are likely to include various cash payments like salary, cash allowances,
reimbursements and bonuses, together with various non-cash benefits including vehicles, subsidized loans etc.
 Conduct data processing and analysis, and share draft report followed by incorporation of Vital feedback
Conduct Vital’s Role

Rewards
Survey for Vital  Approve list of comparator organizations and ensure invitation letter is signed by senior official at Vital (the invitation letter is
provided to comparator organizations)
to determine
market  Provide all required and relevant information and participate in relative discussions
competitiveness
 Draft report of Rewards Survey results
 Market-competitive compensation (Salaries and Benefits) data for Vital
 Desktop Survey: 8 weeks; Sponsored Survey: 12 weeks
Key Activities – Design Compensation Structure

Step 7:
 Use data obtained from Rewards survey to design a competitive rewards / compensation structure for Vital, which includes the
Design development of a competitive fixed and variable reward structure for Vital management and non-management staff
Compensation  Design the Sales Incentive Scheme as well as the Annual Incentive (Bonus) Scheme for Vital employees
Structure  Key factors will be considered such as the Incentive Objectives, the Incentive Trigger (the achievement of minimum revenue and/or
profit level achievements) and Incentive Pool creation, as well as approach to competitive and market aligned Incentive payouts to
both sales and non-sales staff at Vital
Design Vital’s Role

competitive
Rewards /  Provide all required and related Rewards (compensation) information
Compensation  Review and approve Rewards / Compensation structure as well as the Sales and Annual (Bonus) Incentive Schemes
Structure
including
Design of Sales
Incentive Deliverable and Timeline
Scheme
 Competitive Rewards (compensation and benefits) structure and Incentive (Sales and Annual (Bonus) Incentive Schemes
 8 weeks
Key Activities – Develop Performance Management Framework with Training

Step 8:
 Review existing Performance Management Framework (if applicable) including existing policy, procedure and approach
Develop  Understand how individual departments contribute towards achieving the organizational and functional objectives
Performance  Identify standards for evaluating the achievement on business objectives and targets
Management  Conduct meetings with relevant personnel to enhance understanding of any key issues and challenges if necessary
Framework  Develop revised Performance Management Framework
 Conduct a training session to Vital identified executives and non executives on the new Performance Management Framework
Review and Vital’s Role

Develop  Provide all documents pertaining to Vital current Performance Management model
Performance  Make relevant personnel available for meetings and training session
Management  Discuss and agree on the proposed Performance Management framework
Framework
with training
session on the
same Deliverable and Timeline
 Performance Management Framework
 Training session on new Performance Management Framework
 4 weeks
Key Activities – Conduct Behavioral Assessments

Step 9:  Conduct initial meeting with senior management to understand critical behavioral competency requirements for the purpose of
assessment
Conduct  Conduct psychometric assessment tests for select individuals, the behavioral aspect of which will be assessed using the Thriving
Index – details of which are included on the following page
Behavioral
 Obtain results of assessment, prepare for and conduct face-to-face assessment sessions with each individual. These sessions will
Assessments span over 1-2 hours in which each individual will be evaluated relative to the required and agreed competencies. These sessions
shall help understand and validate insights collected from the tests.
 Analyze results and prepare consolidated report based on the results gathered from the reports, as well as the face-to-face sessions
conducted for effective analysis and evaluation. This consolidated report shall highlight areas of strength and areas of development
for each individual assessed, and will offer personalized suggestions / recommendations based on the analysis.
Vital’s Role
Conduct
Behavioral  Identify employees (executives and non-executives) to be behaviorally assessed
Assessments  Determine critical competencies required for assessment
for executives  Ensure timely completion of Thriving Index tests
and non-  Ensure availability of concerned personnel for meetings i.e. senior management for initial meetings and identified employees for face-
executives to-face assessment sessions. Face to face interviews are optional.

 Consolidated report based on assessment test results, face-to-face sessions (if required) and personalized suggestions /
recommendations based on the results
 2 weeks
Time Frame
Time Frame
This timeframe assumes that Vital Management promptly provides all information required, and reviews the draft deliverables on time. This timeframe
does not include any public holidays. Should any instances occur where delays are incurred, HRSG PBP will inform you of potential and proposed
changes to the completiondates. Some timelines proposed can be reduced depending on how smoothly the engagement progresses.
Activity Time
Phase 1
Step 1 – Mobilization 1 week
Step 2 – Deployment of HR Resource 12 months (1 year)
Step 3 – Meet Vital Senior Management 1 week
Step 4 – Conduct HR Diagnostics study 5 weeks
Phase 2
Step 1 – Review and revise Vital Organizational Structure 8 weeks
Step 2 – Develop Job Descriptions (JDs) for up to a maximum of 100 unique positions 7 weeks
Step 3 – Review and revise HR Policy & Procedure Manual in alignment with HR leading practices
and local labor laws 5 weeks
Step 4 – Conduct Job Evaluation of up to 100 unique positions using a robust and structured
methodology 5 weeks
Step 5 – Design Job Grade Structure for identified positions (Job Evaluation is a prerequisite for this
step) 2 weeks
Step 6 – Conduct Reward Survey for Vital 8-12 weeks
Step 7 – Design competitive Rewards / Compensation structure including design of Annual and Sales 8 weeks
Incentive Schemes
Step 8 – Review and develop Performance Management Framework and conduct training session
on the new framework 4 weeks
Step 9 – Conduct Behavioral Assessments for executives and non-executives
2 weeks
Our Professional Fee
Our Professional Fee
Project professional fee exclusive of service sales tax and all out-of-pocket expenses (where applicable) which will be borne by the client, is
as follows:
Pak. Rs. 6,300,000 (Pakistani Rupees Six Million and Three Hundred Thousand only)
Where Phase 1 : Deployment of HR Resource including HR Diagnostics Study

Pak. Rs. 2,520,000 (Pakistan Rupees Two Million Five Hundred and Twenty Thousand only)
Phase 2 : Design of HR solutions including implementation
Pak. Rs. 3,780,000 (Pakistani Rupees Three Million Seven Hundred and Eighty Thousand only)
Our invoices are payable throughout the period of work in accordance with the following schedule and fee:
• 30% on mobilization of both Phase 1 and Phase 2
• 10% on submission of draft Organizational Structure
• 10% on submission of draft JDs (up to a maximum of 100 positions)
• 10% on submission of draft HR Policy & Procedure Manual
• 10% on submission of draft Job Evaluation and Grade structure report
• 10% on submission of Rewards Survey report and submission of Compensation structure including Incentive Schemes
• 15% on submission of draft Performance Management Framework
• 5% on submission of consolidated behavioral assessment report
All payments will be made in favor of HRSG Consulting (Pvt.) Limited. All payments need to be made within 7 days of invoice
All invoices will be subject to appropriate Federal & Provincial taxes which will be borne by the client (excluding income tax). The client will
deduct applicable withholding taxes at source and a copy of a tax challan will be provided to HRSG PBP on a timely basis. Any increase in
sales tax rates will be charged by HRSG PBP to the Client
Project Assumptions
> Focal Person for coordination – Vital will nominate a focal person for the project to facilitate and ensure that relevant personnel of
Vital are available on a timely basis to interact with the HRSG PBP team as per the agreed project implementation plan.
> As per requirements of the project (where applicable), and as determined by HRSG PBP, the Vital team will make necessary
arrangements (room, supplies, telecom arrangement, etc.) at its corporate and other offices for the senior HR resource (PBP for
Vital), and HRSG PBP (as required), for it to be able to operate effectively and smoothly while in the Company's offices, where
the need exists.
> Vital will manage all internal communications to relevant employees and managers regarding this project, its objectives, process
etc. to ensure that the employees are fully informed, feel positive about this project and participate fully and constructively.
> HRSG PBP reserves the right to make changes in the resourcing plan or engage additional resources on a need basis, while
also considering consultants’ availability, to address resource requirements and to optimally meet project objectives /
deliverables.
> It is important to note that HRSG PBP’s role in the project will be to support and advise Vital management during the proposed
project period, and in its submission of proposed deliverables. HRSG PBP will at no time be acting in the capacity of
management. However the senior HR resource outsourced by HRSG PBP will act as Vital People & Business Partner. The
ultimate responsibility for the decisions that are taken in connection with this project shall rest with the senior management of
Vital.
Our Project Team
Project Structure
The diagram below illustrates our Team Structure for this project. Our project team has been selected based on your need to draw on a
depth and breadth of HR People & Business Partnering Skills, supported by our specialist staff who have extensive specialist
experience. Biographies of our People and Business Partnering team members are presented in the following slides.
CEO People and

Business Vital
Partnering, HRSG Project Sponsor / Project Manager
(Strategic Advisor to Vital)
Lead People & Business

Partner, HRSG
People & Business Vital

Partner, HRSG Project Team
Chief Executive Officer
Over the last 29 years, Ahmad Ali Zia has worked with some of the top Fortune 100 MNCs, including
Unilever, P&G, 3M, Pfizer, Artal, Aptech, Muller & Phipps and GSK in senior HR and Supply Chain roles
across the Middle East and Pakistan. In his most recent Corporate role, Ahmad served at GSK Pakistan, as
HR Cluster Head, Pakistan & Iran. He has a substantial experience of the Middle East Market and its HR
challenges, having headed the HR Function for both a big MNC (Unilever – KSA & Gulf) and a major Family
Business (Ali Bin Ali Group – Qatar). During all his senior HR Leadership roles, Ahmad worked closely with
the Leadership Teams in rolling out major HR initiatives, including Org Design, Org Development, Talent
Management, Re-Structuring, Rationalizing, Talent Acquisition, Leadership Development, Organizational
Change, Employee Engagement, Cultural Transformation, Data Analytics, HR Service Delivery, AI and
Capability Building linked to key business thrusts. Ahmad holds a Level 7 CIPD-Certification in HR and ER
with ‘Distinction’ from the Chartered Institute of Personnel Development (CIPD), UK, and is also certified in
Ahmad Ali Zia
Corporate Governance by the Pakistan Institute of Corporate Governance, apart from his Bachelor’s in
Chief Executive Officer
Engineering from NED University, Karachi, Pakistan.
Our People & Business Partners
Syed Abudojana Mosab

Lead People & Business Partner Maham Asif
Lead People & Business Partner
Abudojana Mosab has over 14 years of experience in conducting
surveys along with the development of remuneration structures for Maham Asif is a seasoned HR People and Business Partner, with
a number of clients. He has worked with leading organizations expertise in Recruitment and Selection, Organizational Development
across sectors and assisted them with rewards design, workload and Performance Management. She has over 8 years of corporate
analysis, organizational redesign, job analysis and job evaluation. HR experience where she has worked with leading organizations
Mosab has worked for Ferguson Associates and EY Ford Rhodes across various sectors. She has successfully lead the design and
where he started the Human Capital Division and led the Rewards implementation of several strategic HR Business Partnering
team. His area of expertise includes benchmarking, data analysis initiatives during the last several years. Maham holds a MS Degree
and formulation of strategies and policies that aim to reward in HR and is an active member of Pakistan Human Capital Forum
people fairly in accordance with their value to the organization. (PHCF)
Mosab has undertaken different trainings in field of compensation,
performance management and other HR related areas.
Amad Joseph Hira Zulfiqar

Senior People & Business Partner Senior People & Business Partner
Executive Search Consultant and Recruiter with 8 years of Hira Zulfiqar is a meticulous HR Professional with a ‘can do’ spirit,
experience in the diversified business world. Expert in Executive having expertise in Recruitment, Talent Management &
Search, Talent Acquisition, Employer Branding and Training. Development and Learning Initiatives. Presently, she is managing
Successfully placed CEOs, Country Managers and other C-Level Executive Search assignments for prominent clients in the
professionals in Multinational Companies, Banks, Ecommerce, manufacturing industry, which includes renowned multinationals and
Insurance, Public Health, Business Advisory and Local Business local progressive organizations. She is an accredited assessor by
Groups. I have been working with HRSG Recruiting for past 6 The Talent Enterprise (UAE) to use their strengths-based
years, started from a specialist and currently serving as senior psychometric tool, the Thriving Index™ which is designed for use in
consultant. Previously, I have worked with Aman Foundation for 2 multiple scenarios such as Recruitment & Selection, Succession
years as Recruitment and Selection Officer for their Teach for Planning, and Leadership Development etc. She holds a Bachelor’s
Pakistan Fellowship program. I am a Certified Talent Assessor for degree in Business Administration from Institute of Business
TTE. Management, majored in Human Resource Management
Michelle Francis
Senior People & Business Partner
Michelle is a focused, hardworking and a highly dedicated
individual who strives to achieve success and perfection in all
tasks she performs. She has been associated with HRSG, since
9+ years. Currently working as a Senior Consultant and looking
after the Retail l Textile & Buying house and Automobile l
Engineering & Consumer durable sectors. Previously, was
associated with Mega & Forbes as an Admin Executive. She is a
certified Thriving Index Assessor (TTE). She holds a Master’s
degree in Human Resources from the Institute of Business
Management.
HRSG
An Introduction to the Group
Group structure
Outsourcing People & Business Partnering BPO

Manpower Outsourcing Recruiting HR Process Outsourcing
Service Solution Outsourcing Consulting HRMS on Cloud
SaaS
HRSG client portfolio
Products and services
Organization Talent
Development Elevation
Portfolio
Rewards Management Supply Chain

Operations
Organization development
Job evaluation and grading

Manpower planning
HR Strategy and advisory
Process redesign Organizational review and design
Job description
HR policies and procedures
HR audit Performance management
Talent Elevation Portfolio (TEP)
Talent and performance management Engagement, Well-being and

 High potential (Hi-Po) identification and development Culture
 Leadership development and coaching  Employee engagement surveys
 Succession planning  Culture audit
 Career path planning  Pulse surveys
 Employee retention strategy
 Performance management solutions
 Strategic workforce planning
 Competency mapping
 Employee and organizational value alignment
Assessments for talent acquisition and development Our talent capability and leadership portfolio includes solutions
 Assessment centers for recruitment and development from The Talent Enterprise and Hogan among others.
 Executive and leadership assessment
 Assessment centers for Management Trainees
 Employee blind spot assessments
 Assessments for promotions
 360 degree assessments
Rewards management
Total rewards Sponsored,

Regulatory and
strategy and desktop and
implementation
compensation syndicated /
support
structure annual
design surveys
Contact us
For further information about our services and solutions, please contact:
Ahmad Ali Zia

CEO, People and Business Partnering
HRSG
Mobile: (+92) 300 - 821 4494
Email: ahmad.zia@hrsgonline.com
Let’s innovate together
Pakistan offices
Karachi Lahore Islamabad
No. 46-D Street No. 46 169-Y, Commercial Area Suite # 1, 4th Floor Chenab Centre,
PECHS Block-6 Phase-III, DHA 104-E Jinnah Avenue, Blue Area
Off Shahrah-e-Faisal Lahore, Pakistan Islamabad, Pakistan
Karachi, Pakistan (+92) (42) 35740973-74 (+92) (51) 2804390
(+92) (21) 111-111-477
International offices
Kabul Dubai New Jersey
5th Floor Part A, Suite 3406, Latifa Tower, 7 Golden Pond Drive
Jada-e-Turabaz Khan, Sheikh Zayed Road Milltown NJ 08850,
Shahr-e-Naw, PO Box 488-108, USA
Kabul Afghanistan – 1003 Dubai UAE (+1) (609) 310-6057
(+93) (70) 033-2299 (+971) (56) 205-4400

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Vital Group

Assistance with HR Diagnostics Study and Design and Roll-out of HR Solutions

Our Understanding of Your Requirements 5

Our Approach and Methodology 7

Our Professional Fee 31

Our Project Team 34

HRSG People & Business Partnering (PBP) provides bespoke solutions to

Phase 1: Deployment of HR Senior Resource and HR Diagnostics Study

Leading Consulting Practices, Resources, Functional and Technical Skills

Project Management and Quality Assurance

Phase 2: Assistance with redesign of HR Framework

Step 1 Step 2 Step 3 Step 4 Step 5

Design competitive Review and develop

Step 6 Step 7 Step 8 Step 9

Project Management and Quality Assurance

Key Activities – Confirm Scope and Assumptions

Deliverable and Timeline

Key Activities – Deploy HRSG PBP resource for implementation

Deliverable and Timeline

Key Activities – Meet senior management for business understanding

Deliverable and Timeline

- Help ensure business sustainability

- Aligns HR framework with leading HR practices

- Conducts a comprehensive needs and priorities assessment

- Gains focus on immediate areas of improvement

- Allows business to make well-informed decisions

- Maximizes shareholder value

- Transforms local footprint to global footprint

1. Review and revise Vital Organizational Structure

Key Activities – Review and Revise Organizational Structure

Deliverable and Timeline

Key Activities – Develop Job Descriptions

Deliverable and Timeline

Key Activities – Review and Revise HR Policies and Procedures

Key Activities – Conduct Job Evaluation

Key Activities – Design Job Grade Structure

Key Activities – Conduct Reward Survey for Vital

Conduct Vital’s Role

Key Activities – Design Compensation Structure

Design Vital’s Role

Key Activities – Develop Performance Management Framework with Training

Review and Vital’s Role

Key Activities – Conduct Behavioral Assessments

Deliverable and Timeline

Where Phase 1 : Deployment of HR Resource including HR Diagnostics Study

CEO People and

Lead People & Business

People & Business Vital

Syed Abudojana Mosab

Amad Joseph Hira Zulfiqar

Outsourcing People & Business Partnering BPO

Rewards Management Supply Chain

Job evaluation and grading

Process redesign Organizational review and design

HR audit Performance management

Talent and performance management Engagement, Well-being and

Total rewards Sponsored,

Ahmad Ali Zia

Karachi Lahore Islamabad