Successfully Implemented the HRIS at Centre for Economic Research in Pakistan.
Prepared, sourced, and present the finding with quotations to the Executive Vice President, HR after negotiations with different vendors for HRIS implementations at CERP.
Working closely with Executive Vice President, HR on Organization development, pay structure, salary survey, org structure, career path, and grading system.
Worked and assist in the implementation of different employment categories at CERP, FTE’s, contractual, and daily wager.
Part of the team who have designed and implemented the annual performance management system at CERP in April 2019.
Developed and implemented a probations evaluation system for different departments and verticals.
Take the initiative to design the CERP Employee handbook/PI handbook and successfully implemented it at CERP.
Delivery of a unified compensation strategy and structure for initial offers and annual renewals.
Managing the internal training sessions, orientation, and off-site events Introduction of data management principles for documentation and audit control.
Transforming exit protocols to decrease the loss of institutional knowledge.
Cultivated and developed two HR Interns in summer 2019 & 2020.
Creation of alumni records, including mailing list for outreach and building strong relations and created the strong alumni network.
Assist in designing and implementation of differentiated recruiting and on-boarding process, growing headcount from 85 to around 240 in three years.
Identify recruitment needs and work with business verticals/departments to develop a strategy for the hiring of key talent as per the Business Plans and budget/ Yearly.
Implement the strategy and methodology about resume screening and candidates sourcing through effective channels including proactive search, networking, internet postings, placement offices of local and foreigner universities.
Responsible for the complete recruitment Understanding positions needed, drafting job descriptions, sourcing, and screening candidates, interviewing, and on-boarding the finalized candidate, and conducting orientation sessions.
Coordination with Project Managers/hiring managers to determine the upcoming hiring needs.
Recruitment of key talent by introducing a structured process of sourcing, assessments, and using behavioral interviewing techniques.
Conduct interviews and ensure quality hires based on skill-based interview methodology and assessments while coordinate with test committees.
Consultation and relationship with partner universities and organizations for outreach, positive image of CERP and to attract potential candidates to fulfill the hiring deadlines.
Developed job descriptions for all entry-level positions for increased productivity and alignment with company vision and mission.
Conducted information sessions at various universities and represented CERP at University job fairs and networking sessions.
Assisted in Succession planning for key positions in research staff.
Design and Implemented the summer internship program 2019 and 2020.
Worked closely with management and research staff to improve work relationships, build morale, increase productivity and retention.
Developed internal kickoff processes as a standardized document, Implemented and drafted the Human Resources templates.
Created Business Continuity and Disaster Recovery Plan for (during Strikes, shutdowns, PSL and International Matches in Lahore and COVID-19 for work from home)
Responsible for Complete HR Operations, hiring to firing, Health and Life Insurances, Admin for G Suit, Slack, and Business Dropbox’s.
Drafted and Implemented the leave ledger at CERP.
Assisted in Employee Engagement with EVP, HR, take some new initiative within the organization, like happy hour meet, greet lunch, breakfast meetings L & L.
Responsible for the complete organization payroll, and running it through three different categories, Research and Core, Field, and Interns.
Ensure all payroll transactions processed timely and efficiently.
Collect, calculate, and enter data to maintain and update payroll information.
Compile summaries of deductions, leave, etc.
Determine and provide the Information for EOBI Purposes.
Maintain payroll operations by following policies and procedures.
Ensure accurate and timely payment of Bonus, Maternity, or paid leave to employees.
Prepare dues of final settlement for leavers employees.
Developed the policies and procedures for payroll.
Provide support to complete the Company’s Annual audit process

Responsible for the Human Resources practices and objectives that will provide an employee-oriented, high-performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce ensure efficient design and delivery of all HR policies and ensure they are in line with industry practices.Ensures coordination & implementation of services, policies, and programs through Human Resources staff and assists and advises company managers about Human Resources issues.Make the right people available at the right time by recruiting, training and developing talent.Administration of human resources policies, procedures, and programs in the area of benefits, compensation, employee relations, training and development, performance management, and organizational development.Refine organization structure to align with the market and delivery requirements.Division participation in all talent management and leadership development initiatives build and maintain effective working relations with management and employees to provide advice and counsel to both on employee-related and organizational matters.Protect the interests of employees and the company in accordance with company Human Resource policies and governmental laws and regulations.Responsible for employee needs and Improve retention by implementing career progression and attractive reward and recognition systems.Mentor and guide leaders to manage their own performance and of their teams and create a pipeline of potential leaders.Improve training and development related processes, to include identification of training needs, design, delivery and evaluation of development programsCoach and develop team members to achieve business plan objectives in alignment with the application of the People Strategy.Oversee office management collobrated with the teams.

Assist in Conducting annual performance appraisal of employees with market competitive practices.Learn the practice of human resources and hands-on exposure to the human resources department within the Govt Organizations.Organized training sessions on SME’s for different clients and shared knowledge of latest HR practices.Completing all assigned tasks and assisting with day-to-day operations.Participating in meetings, workshops, and other learning opportunities.Observing and learning from experienced staff members.Gaining knowledge of company policies, protocols, and processes.Taking detailed notes and liaising with Managers, Supervisors, and other senior staff.Fulfilling any requirements and meeting goals set out at the start during this time period.Preparing documents and updating a record.Design and initiated records digitization plan for the SMEDA HR department.Learning about conflict resolution and assisting in disciplinary hearings.Traveling to different offices and participating in daily operations as required.

Responsible for end to end Recruitment, Grievance Handling, and HR Operations.Proactively support the delivery of HR Processes (Compensation, Appraisals, Recruitment, OD, Training, payroll, and other operations for all over Pakistan).Maintained a strong business relationship with the business units and actively identified gaps by proposing and implementing changes necessary to cover risks.Designed and implemented Succession plans for key talents and key job positions.Managed and resolved employee relations issues. Conducted effective, thorough, and objective investigations.Managing payroll, attendance, and leave balance record of the City42 and UK44 team.Conceptualized OD and developed a calendar for Employee Engagement Activities after an effective survey of organization.

Preparing job descriptions, advertising vacant positions, and managing the employment process.Orientating new employees and training existing employees.Monitoring employee performance.Ensuring that all employees are organized and satisfied in their work environment.Overseeing the health and safety of all employees.Implementing systematic staff development procedures.Providing counseling on policies and procedures.Ensuring meticulous implementation of payroll and benefits administration.Communicating with staff about issues affecting their performance.Ensuring accurate and proper record-keeping of employee information in electronic and digital format.

Providing support to the Accounting Department.Performing basic office tasks, such as filing, data entry, answering phones, processing the mail, etc.Handling communications with clients and vendors via phone, email, and in-person.Processing transactions, issuing checks, and updating ledgers, budgets, etc.Preparing financial reports.Assisting with audits, fact checks, and resolving discrepancies.Executed interviews/surveys and generate write-ups/reports to deliver findings to different clients.