·  Developing and implementing HR strategies, policies, and procedures to ensure compliance with laws and regulations and support the organization's mission and objectives.
·  Managing and overseeing the recruitment, selection, and hiring of employees, including developing job descriptions, conducting interviews, and negotiating employment offers.
·  Developing and managing employee relations programs and initiatives, including employee engagement, retention, and recognition programs.
·  Overseeing the administration of employee benefits programs, including health insurance, retirement plans, and other benefits.
·  Managing and overseeing the administration of payroll and other HR-related systems.
·  Providing guidance and support to managers and employees on HR-related issues, including performance management, disciplinary actions, and employee grievances.
·  Managing and overseeing the development and implementation of training and development programs to enhance employee skills and knowledge.
·  Ensuring compliance with all applicable labor laws and regulations.
·  Managing and overseeing the administrative functions of the organization, including facilities management, security, and office services.
·  Developing and managing the HR and administration budget.

Strategic HR:
 Plan, develop, coordinate, and implement policies, processes.
 Collaborates with senior leadership to develop the organization’s goals and strategy related to staffing, recruiting, and retention.
 Conduct surveys and analysis of organizational trends for management.
Talent Acquisition / Recruitment:
 Developing & implementing a smooth process for Technical Recruiting & onboarding new employees.
 Establishing an active pool of candidates for upcoming vacancies.
 Working on employee rightsizing and identifying upcoming job opportunities.
 Develop mechanism for employer branding through social media and participation in different public events/career fairs.
Performance Management & Organizational Development:
 Designing of formal organizational structure (live organogram).
 Overhauling the existing Performance Management System and Introducing OKR-based system company-wide.
 Controlling and improvement in employee turnover.
 Introducing Employee of the Quarter Program for employee recognition and also Team Building activities on fortnightly bases.
 Conducting quarterly Employee Pulse Surveys.
HR Operations:
 Making sure that all employee documentation is being completed timely along with their profiles being created in Decibel and ODOO.
 Preparation and review of final payroll data before disbursement.
 Coordinate with the insurance company for timely addition and deletion of employees in the policy.
 Maintaining updated employee registrations on EOBI portal.
Learning & Development:
 Identifying learning needs to upskill the employees.
 Initiated Leadership Training Program in coordination with an expert trainer.

Job Responsibilities:
 Establishing the HR department from scratch.

HR Operations:
 Creating mechanism for smooth HR Operations from the scratch, e.g. creating employee contracts, grades & company.
 Implement employee benefits, employee salaries structure, employee ID creation, employee documentation, etc.
 Initiating & managing policies for employee Health & Life Insurance
 Development of HRMS & ESS Portal along with automating processes.
 Complete processing of payroll along with final disbursement.

Policies & Procedures:
 Creating & implementing company-wide policies.

Talent Acquisition / Recruitment:
 Developing & implementing a smooth process for Recruiting & Onboarding new employees.
 Establishing an active pool of candidates for upcoming vacancies.
 Creating awareness about documented manpower plans in line with business plans.
 Develop a mechanism for engagement activities, retention framework, etc.

Performance Management & Organizational Development:
 Designing of organizational structure along with job analysis and job description.
 Creation of Performance Management System and run it company-wide.
 Controlling and improvement in employee turnover.

Learning & Development:
 Identifying learning needs in correspondence with upcoming business requirements and current skill levels.
 Creating a learning culture within the company by establishing a small library.
 Introducing E-Learning mechanism for convenient & continuous learning and growth.

Talent Acquisition / Recruitment:
·         Initiate and complete annual activity of manpower planning and budgeting in coordination with design and development function.
·         Monitor the entire recruitment cycle in line with manpower plan and for replacement positions.
·         Complete the employee on boarding along with orientation.
·         Maintaining an active candidate pool for future requirements.
Performance Management & Organizational Development:
·         Designing of organizational structure along with job analysis and job description.
·         Development and implementation of KPI based performance management system.
·         Controlling and improvement in employee turnover.
·         Developing a mechanism to improve employee motivation and create employee engagement initiates.
·         Develop, implement and review policies regarding HR processes.
·         Initiate, plan and manage technical and soft skills training programs.
HR Operations:
·         Making sure that the payroll is disbursed correctly and timely.
·         Handling all employee grievances and proving suitable solutions.





Managing all employee data and timely updating. 

Talent Management / Training & Development:
• To identify and analyze training needs of employees through annual appraisal / Performance / Development of Profiles / Other sources.
• Planning, budgeting and scheduling of training programs as per the priority of the training.
• Designing of training outline & program along with its contents for different levels of officers.
• Designing the format, outline and detailed training manual.
• Consult with training institutes & trainer for designing & customizing training program for higher management.
• Coordinate with training consultancies & institutes for scheduling public training programs.
Talent Acquisition / Recruitment:
• Annual activity of manpower planning and budgeting in coordination with different business units.
• Designing of Job Advertisements and coordination for publishing them in newspaper.
• Coordination with different outsourcing firms as and when required for executive search.
• Screening and selection of candidates from interviews.
• Conduct recruitment drives for management trainee batch hiring.
• Employee onboarding and orientation planning and execution.
• Completion of employee documentation in alignment with operations team.
Organizational Development:
• Quarterly review of related HR SOP’s.
• Suggest possible up gradation points to management board for approval.
• Designing new SOP’s as & when required.
On-Job Additional Projects Assigned:
• Implementation of E-Learning Modules (On-going project).
• On Job Training (OJT) in coordination with GPATI (GiZ).
• Summer Internship 2014, 2015, 2016 & 2017.
• Induction & Orientation of Management Trainee Batch 2015, 2016 & 2017.
• Assisted in conducting 360 Degree Feedback Session & Development Plan Follow-up.
• Training Session on “Team Work” & “Presentation Skills” for Management Trainees Batch 2014.

HR Operations & Employee Benefits:
• Strategically leading four different business functions including Employee Insurances (Health & Life), Statutory Payments - Pan Pakistan Scope (EOBI & Social Security), Employee Data Management & Antecedent Verification (Pre & Post Employment).
• Mentoring the team of 9 individuals from diverse backgrounds in order to develop the potential to meet current and future job challenges.
• Managing the employee benefits section for the total head count of 33,000 employees including HRSG internal and outsourced employees.
• Managing the employee database for the total head count of 32,000 employees HRSG outsourced employees.
• Continuously reviewing and suggesting improvements in the current systems in order to bring innovation and cost saving ideas in the business processes.
• Introducing and implementing efficient data management methods.
• Managing and working towards growing the employee screening services for the business.
• Developing robust and responsive processes in Shared Services Department.