Worked as Independent HR consultant with;📌SOLITON TECHNOLOGIES 📌HUSTLE N HOLLA📌CLOUD CARD INC.📌NEXTCHEM📌NIMIR CHEMICALS
📌Lahore Carpet📌Lahore Apparel📌Union Developers• Initiated and lead human resource programs and projects• Conducted research through various methods (data collection, surveys, etc.) to identify a problematic situation or find the cause• Provided advice and recommendations to HR personnel for the resolution of daily issues• Formulated strategic and practical plans to address human resource matters• Assisted in recruiting, training, and management of personnel• Devised plans and techniques to drive change and culture management• Assisted in the development and integration of policies• Selected and implemented suitable HR technology• Helped establish control systems for compliance with business methods and HR practices• Reviewed systems and processes and make modifications to address issues• Refurbished knowledge of advancements in the field and present new ideas

Overseen the entire gamut of HR function including managing entire employee life cycle, Performance Appraisal, employee engagement and people management.
▪ Managed Talent acquisition of blue collar and white-collar staff at the mills according to the approved strength and budget.
▪ Handled termination cases as per law, in case of theft, sexual harassment, poor performance etc.
▪ Partnered with senior to create vision, policies, strategic goals and objectives for the business unit.
▪ Coordinated with leadership to manage talent acquisition, etc. as per the requirement.
▪ Handled overall co-ordination of recruitment, induction, exit & ensuring job fit.
▪ Generated and maintained HR & IR reports for facilitating strategic decisions for the organization.
▪ Prepared HR reports like compensation analysis, skill set matrix, age matrix, qualification matrix, profile analysis, CTC comparisons, manpower analysis, etc.
▪ Responsible for managing Employee Service Files at the mills.
▪ Ensured timely confirmation of probationers, implementation of increments.
▪ Performed internal transfers of employees such as inter group companies, inter locations and inter departmental.
▪ Executed annual increment exercise as per recommendation from respective HOD’s and Plant Head
▪ Organized employee communication meetings & ensuring timely redressal of grievances / concerns to achieve employee satisfaction.
▪ Inducting new joiners into the organization and processing all joining formalities.

Lead the implementation of the overall talent management strategy for the market to support the business’ vision and objectives
Working with support department teams to facilitate the development of a market talent plan which identifies key talent priorities linked to the business strategy
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
Build strategy for functional talent pools (e.g. Marketing, Sales, Supply Chain and Finance) and lead talent review/calibration to ensure high performance is rewarded
Drive the development and implementation of the market talent plan by working with functional resource groups to ensure that the key talent priorities at functional level are identified and addressed
Managed and facilitate the succession planning process and infrastructure for the market to ensure full market talent pool and succession planning proposals are prepared in line with company policies
Draft HR policies in line with organizational culture to achieve business objectives
Conducted Job analysis to identify KSA and KRA’s of the jobs and prepared organograms
Prepared HR policy manual and employee recruitment handbook to ensure proper policy guidelines for HR department organization wide
Liaison with TEVTA regarding talent acquisition of factory staff. (Production Managers, Operators, Industrial Engineers etc.)
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment and organization development
Plan and conduct new employee orientation to foster positive attitude toward organizational objective

Talent Acquisition/Management:
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Lead the implementation of the overall talent management strategy for the market to support the business’ vision and objectives
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Working with leadership team to facilitate the development of a market talent plan which identifies key talent priorities linked to the business strategy
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Build strategy for functional talent pools (e.g. Marketing, Sales, Supply Chain and Finance) and lead talent review/calibration to ensure high performance is rewarded
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Drive the development and implementation of the market talent plan by working with HRBP’s and functional resource groups to ensure that the key talent priorities at functional level are identified and addressed
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Managed and facilitate the succession planning process and infrastructure for the market to ensure full market talent pool and succession planning proposals are prepared in line with company policies
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Ensured smooth implementation of leadership development tools
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Devised a recruitment Plan with Budget and cost analysis.
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Filled all position in Group including corporate office, Production and Retail.
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  On boarded recruitment agencies and executive search portals to ensure supply of quality resource.
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Orientation process of newly hired staff.
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  Social Media presence on FB and LinkedIn to contribute to employer branding.
·Â Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚ Ã‚  MOU’s with universities to exchange learning and Human Resource needs of the company.

• Responsible for Recruitment/Selection of overall Stylo Group, comprising three different companies with staff strength of 3000 employees. (Including Shop Managers, Retail sales Staff etc)

• Actively participated in employer branding activities. (Recruitment drives, Job fairs, etc.)

• Employees code issuance and initial entry in the HRIS/HRMS.

• Employee’s Personal files management.

• Handling employees Grievances.

• Development of new HR policies including R&S, compensation & Benefits, T &D, OD etc.

• Responsible to process payroll on monthly basis in Oracle R-12.

• Time and attendance management in Time Trax.

• Conduction of TNA’s for retail staff training. Responsible to update quarterly/yearly training calendar.

• Assist Sr. Manager Training & Development in development and execution of Training Calendars.

• Conducted Functional and Behavioral Trainings of Shop Managers, and Retail Staff.

Recruitment & Selection

To maintain Organogram record and prepare projected HR budget
Against vacancies.
Hands on experience of preparing recruitment plans as per
Requirements and managing data.
To collect hiring requisition against the vacancies reflecting in
Organogram and prepare recruitment plans.
Developing professional relationship with the professional institutions,
recruitment agencies, head hunters and coordination with placement
Officers of various institutes to enhance the effective sources of
Generating CVs.
To prepare career advertisements/ flash jobs on different recruitment
websites, collect job applications, sorting and initial short listing as per
Request criterion.
To conduct interviews and prepare job offer letters/ regret letters to
Selected/ rejected candidates respectively.
Negotiation of Salary and benefits.
Brief the required documents for completion of personal file to the
Selected candidate(s).
To take joining of new employees and maintain their personal files as
Per standard procedure.

Performance Management

To launch probation appraisal reports of the employees and their follow
ups with the concerned Div./ Department Heads and prepare probation
Grading analysis reports of the employees.
To launch Bi-Annual & Annual Appraisals of the employees (Office Staff
& Field Staff) and prepare its financial impact data.
To prepare confirmation, increment, promotion, package revision, cost
Sheets and transfer letters of the employees according to the grads/Recommendations.

Compensation & Benefits
To ensure smooth operations of payroll systems as per requirements.
Designing the compensation package after considering internal and
External equity.
To prepare staff strength of the employees at organizational level.
To handle matters pertaining to additions/ deletions claims settlements,
policy renewals and comparison statements regarding Group Life
Insurance and Medical Health Care Insurance policies of the employees.
Dealing with regulatory affairs i.e. ESSI, EOBI and WPPF etc.

Training & Development
Maintained Training Records and fulfilled the requirements of ISO
Management systems.
Coordinated in the execution of the trainings of ISO management
Systems.
Coordinated different developmental activities for the personal and
Professional growth of office staff.

Employees’ Personal File Management
To generate verifications forms and credential check reports of new
Inductees and its follow-up.
To prepare employments notice and appointment/ contract letter of the
Employee.
To receive resignation along with resignation analysis forms (filled by
the Div. / Dept. Head) of the employees and prepare stop payment
Accordingly.
To launch clearance of resigned employees and prepare Final
Settlement of Accounts.
To prepare experience/ clearance certificates and salary letters of the
Employees.

www.merlin.org.uk

1. Recruitment & Selection
A. Vacancy Analysis.
• Keeping track of vacancies/ situation vacant, Open/closed and deleted vacancies.
• Monitoring the span of time required for closing the particular vacancy.
B. Screening and Short listing.
• Management of the complete recruitment life-cycle for sourcing the best talent
From diverse sources after identification of manpower requirements.
• Planning human resource requirements in consultation with heads of different
Functional & operational areas and conducting selection interviews.
• Screening the Resumes & than Hand over screened resumes to HOD of Concerned
Dept.
• Coordinating Walk In and campus interviews.
• Preparing and maintaining database of the candidates.
C. Manpower Allocation.
• Preparing and maintaining various reports such as Vacancy analysis on a weekly and
Monthly basis.
D. Coordinating Joining formalities.
• Responsible for getting the joining forms filled.
• Collecting the joining documents.
• Inducting the new joiners about the company policies & procedures.
• Introducing the joiners with their respective leaders.
• Raising required requests for resource allocation & generation of system user ID.
2. Training and Development
• Identification of training needs. Analysis of training needs and classification of
Training requirements.
• Preparation of Annual training Calendar.
• Preparation of budget for training programs.
• Develop training plan (including target group) as per training needs and availability
Of trainers.
• Conduct training programs.
• Measuring Effectiveness of training programs. Pre & Post training evaluation and
Analyze the findings.
3. Performance Appraisal
• Effective Implementation of Annual appraisal system.
• Tracking of employee’s performance and progress through periodical reviews.
• Up gradation of employees potential and skills based on the feedback of appraisal.
• Preparation of Task Orientation Plan.
• Issuing increment letters, promotion letters, incentive letters etc.
4. Competency Mapping & Skill Matrix
• Find out The Gaps of Employees.
• Preparing training Modules so as to remove those Gaps.
• Comparing Before & after Performance.
5. Statutory Compliance
• Legal compliances under various Industrial Laws.
Responsible to maintain and process payroll of 2000 employees on monthly basis in HRIS.
• Preparation of Salary.
• Maintaining all personal files of staff and workers, Employee transfers letters,
Experience/Relieving letters.
• Preparation of Full & Final Settlement.
• Looking after Health & Safety of staff /Workers.
6. HRIS
• Maintenance and updating of HRIS on day to day basis like Master Data, Skill Matrix,
Leave records, Salary sheets, Environment Reports etc.
• Preparing and Maintaining attendance records, joining, resignations and separations
Details, employee’s personal records etc.
• Monthly reports pertaining to recruitments and HR activities.
7. Exit Interviews
• Conducting Exit Interviews.
• Preparing Data for Employee Turnover.
• EXIT Data Analysis.
• Intimating the resigned employee about the exit formalities.
• Coordinating for the exit interview.
• Maintaining Exit Data.