•       Defined and designed HR Department from scratch including employee DB, documents and other information.
•       Designed and executed comprehensive HR policies and procedures, ensuring alignment with Pakistan and China Labour Law and regulatory compliance
•       Design and Implement KRA based Performance and Rewards System.
•       Designed and administered performance improvement plans (PIPs) to address and enhance underperformance
•       Utilized various sourcing methods, including job boards, social media, and networking, to identify potential candidates
•       Managed HRIS implementation projects, overseeing all stages from planning and data migration to testing and go-live.
•       Championed change management efforts during company restructures, minimizing disruption to employees and maintaining morale during transitions.
•       Reduced turnover rates by developing comprehensive employee retention programs

Designed and executed comprehensive HR policies and procedures, ensuring alignment with client-specific needs and regulatory compliance.
• Design and Implement KRA based Performance and Rewards System.
• Handle Talent Acquisition services across multiple industries in Pakistan and GCC Region.
• Created and implemented performance management systems to align with clients' strategic goals.
• Designed and administered performance improvement plans (PIPs) to address and enhance underperformance.
• Utilized various sourcing methods, including job boards, social media, and networking, to identify potential candidates.
• Managed HRIS implementation projects, overseeing all stages from planning and data migration to testing and go-live.

Managing 300+ EmployeesProven expertise in developing policy and procedure, personnel development, retention approaches,managerial support and negotiations.Support and implement effective recommendations on the design and development of assigned HR ; Admin functional areas, encompassing various programs relating to compensation, benefits,resourcing, organizational effectiveness and employee development.Manage; Process the Employment Visa / Renewals /contracts, Insurance Cards, Emirates ID, Medicals, etc.Solely responsible for implementation, overseeing and monitoring the Human Resources database information systemJoining; Induction of Employees & Vendors – Responsible for candidate pre joining documentation, scheduling and coordinating the induction, hiring the candidate, handling the joining formalities, conducting different sessions, preparation and maintenance of personal file and following up with employees for ensuring compliance.

 Categorizing, reviewing and advising tasks related to recruitment process and employment strategies to meet human resources requirement.• Analyzing the cost per hire against retention cost analysis.• Developing Candidates Pipe line hence reducing time per hire.• Proven expertise in developing policy and procedure, personnel development, retention approaches, managerial support and negotiations.• Performance driven professional utilizing appropriate methods and a flexible interpersonal style to help ensure the effective and efficient flow of work.• Demonstrated strengths in contributing to organizational success by managing, reviewing and understanding organization’s mission, strategic objectives and policies.• Skilled in assessing training requirements and customizing training solutions as per need as well as focus on training methodologies to generate far reaching impact on all levels of participants to liberate the hidden human potential.• Support and implement effective recommendations on the design and development of assigned HR & Admin functional areas, encompassing various programs relating to compensation, benefits, resourcing, organizational effectiveness and employee development.• Manage the development and delivery of the compensation and benefits strategy, structure and related processes.• Monitor the compensation and benefits framework in line with changes to business needs and strategic objectives and conducts periodical reviews to ensure its desired market competitiveness.• Performance Management & Salary Re-Fitment: Conducting appraisal sessions, Scheduling the KRA setting, communication of the appraisal timelines, Tracking the appraisals to closure and adherence to deadlines with follow ups as and when required.

Hired around 300 Health and IT Professionals for Health Information System implementation across Punjab Pakistan
•Working along with Line Manager to define Project Histogram and analyse Manpower requirements.
•Work with line managers and HOD to identify recruitment needs and cater for these needs in line with effective and efficient sourcing principles.
•Devise plans for sourcing from different channels: internal and external database search, close hiring of candidates, co-ordinate with concerned employees for finalizing interviewing panels
•Sourcing the candidates according to the requirements, through varied sources like Headhunting, Networking, Job portals and referrals.

1. Organizational Development
2. Change Management
3. Policy Making
4. Recruitment & Selection
5. Training & Development

• Heading the recruitment process for the assigned Line of business by working with Operations managers.

Long Term Projects Handled:
1. ADGAS Maintenance Project – 300 Employee (HVAC),
2. ADGAS- 300 Employee (Civil),
3. ADMA – 200 Employees(Civil),
4. Takreer – 75 Employees (Ruwais)

Shutdown / Catalyst Jobs Handled:
1. GASCO (Ruwais) Shutdown (300 Employees)
2. AL Hosn (Shah Fields) Shutdown (600 Employees)
3. GASCO (ASAB) Shutdown (500 Employees)
4. GASCO (Habshan) Catalyst Long Term Shutdown
5. GASCO (Ruwais) Catalyst
6. GASCO ASAB 2016 Shutdown (150 Employees)
7. ADCO Habshan Shutdown

• Compensation and benefit- Conducting performance appraisal for the employees in the assigned line of business and fit the employees in the bell curve based on the performance by the employees.
• Conducting calibration meetings for performance appraisal and reward the employees based on the ratings and budget allocated.
• Coordinating the induction process for the on boarded new hires
• Coordinating with the Training & Development team to identify training needs and conduct training based on need analysis.
Coordinated & Scheduled with Training Institute for the Training of Employees for SHUTDOWN Jobs as well for Long Term Projects. More than 2000 Employees Trained since May 2013.
• Operational query management- Meeting managers, supervisors and front line employees once in a quarter to identify the challenges and issues faced by them. Based on the feedback, have a discussion with the HR advisor and provide action plans.
• Providing administrative support to the managers, Supervisors and front line employees.
• Budgeting and manpower planning for new financial year and new quarter.
• Succession planning- Having one on one meetings with the team managers to map front line employees and supervisor’s individual development plan, assign a mentor and assist them to achieve the goal.
• Strategizing for high performing employee retention and charting their career dev

• Carrying out end-to-end recruitments including advertising for vacancies, walk-ins, job fairs, referrals, etc. for inviting & screening applications and fascinating suitable candidates for interviews
• Assigning uniforms and attendance cards to newly hired employees
• Preparing after probation report for all the employees
• Arranging:
o Orientation & induction of new employee and demonstrating the company’s norms & culture
o Semi-annual and Annual Performance on basis of 360 Feedback
o Accommodation & transportation for the newly hired employees
• Developing & presenting pre-screening questions to hiring managers for collaboration & approval
• Maintaining an updated roster of participant placements and potential job opportunities
• Conducting detailed reference checking and/or reference analysis of selected candidates and reviewing results with hiring managers
• Extending offers of employment for selected candidates under the direction of hiring managers and within the guidelines of compensation policy
• Interacting with the Department Managers & Employees for discussing performance reports
• Deciding commission & bonuses on the basis of performance appraisals

• Have been working on all the Senior Management as well as Technical positions for
• Production Plant, Supply Chain, IT, Marketing, Sales, Procurement, Laundry, HR and Admin.
• Positions closed like Category Team Leader (MILCO), Maintenance Manager (MILCO),
• Human Resources Manager, Plant Engineers Maintenance Technicians, Operator Technicians, Technical Machine Operators, and Sales Manager, Group Accounts Manager, Area Sales Manager.
• Responsible for End‐to‐End recruitments, which include: advertising for vacancies, walk‐ins, job fairs, referrals etc., inviting & screening applications and inviting suitable candidates for interviews.
• Maintain an updated roster of participant placements and potential job opportunities. Responsible for effective and fast recruitment processes both internally and externally.
• Centralized the recruitment department for full group.
• Controlling the company cost by using direct hiring method through job portals. Work closely with assigned departments to deliver recruitment needs.
• Suggest proper Medias for approaching the right caliber candidates.
• Execute prescreening and/or final phone/face to face interviews for junior, midlevel and Senior Level posts & supports all parties in concern with assessment.
• Negotiating Salaries and Preparing offer letters
• Coordinate with universities, events in relation to targeted hires. Proactive coordination with departments for interviews.
• Supervise & interact closely with staffing coordinator in charge of assigned hires as well as continuous follow up with on boarding
• Maintaining the Talent Pool by achieving day‐to‐day targets.
• Submitting all the documents to the PRO for visa purposes.
• Coordinating and follow up with the Admin Department for the Visa process.
• Arranging the Accommodation and transportation for the arrival of candidates