Employer Branding  & Employee Engagement:

Develop strategies for Employer Branding
Manage all Social Media post through Creative Agencies
Planned and Implemented Internal Branding of Learning Drive 2022 – 23 to create memorable impression on employees
Initiated Campus Drive for Introduction of Emerging Leadership Program
Develop Creative Content with regard to Organizational Development for the in-house SSGC Magazine.
Initiated Employee Engagement Survey to create a better and engaged work environment

Learning & Organizational Development:

Evaluate training programs to ensure its success and follow-up with the employees to ensure training objectives are met.
Conduct Employee Experience Survey for Learning Drive and take corrective measures to improve their experience
Assist in implementation of LMS for easy access of trainings at all levels in organization
Plan and Execute Emerging Leadership Program 2023 – 25
Developed SOPs for Employees’ Onboarding
Support in arranging for the OD Audits from the designated outside agencies

Achievements of the Role:

Developed strategies to recruit Differently Abled People
Initiated project based Internship Program
Automated Training Need Analysis
Introduced structured Orientation Plan

Key Responsibilities:
Talent Acquisition:

Lead end-to-end recruitment processes
Develop Talent Acquisition Strategies to fill open position within company
Ensure job competencies for the right selection of candidates.
Participated in Job Fair for networking with potential candidates and for employer branding.

Organizational Development:

Manage Learning & Development program after identifying Individual and Organizational Goal
Supervise all Employee Engagement Activities
Develop strategies to improve culture and environment of organization.
Responsible for Employer Branding Activities from Planning till Execution

Achievements of the Role:

Automated Performance Appraisal Process
Initiated Matco Application Tracking System
Recommend Training after Identifying Performance Gap
Introduced Individual Development Plan for the Leaders of Organization

Key Responsibilities:
Talent Acquisition:

Lead end-to-end recruitment processes
Facilitate in planning for the horizontal and vertical talent mobility via job rotations and internal hiring.
Collaborate with business leaders to discuss key deliverables of employees
Liaising with stakeholders across the organization for reducing TAT

 Develop job competencies for the right selection of candidates.

Correspond with universities and business colleges for the purpose of Management Trainee Program and other activities

Learning And Development:

Established need-based Learning & Development mechanism to ensure having the required skill set at all levels of the organization.
Develop and design formal orientation plan for newly inducted employees.
Conduct in-house soft skill training sessions of Matco Foods Limited.
Identify training need and come up with plans to address those needs
Manage e-learning programs to promote the culture of learning in the organization. e.g. conduct Webinars for development of employees.
Develop annual training calendar according to the approved budget.
Coordinate with the external trainers and institutes.
Synchronize the performance rating with the learning and development needs of the employees.
Track the training record and budget for HR reporting

Organization Development:

Review and suggest changes in Organizational Chart of all departments at regular intervals.
Update policies according to business needs
Developed competency criteria matrix.

Performance Management:

Execute Annual Appraisals after evaluating Employees’ Performance
Train the departmental leaders in performance management processes
Introduced e-appraisal System

Employee Engagement / Employer Branding:

Manage Employee engagement activities like special day celebrations, conferences & seminars.
Participates in different Job Fairs and Recruitment Drives
Lead all types of employer branding activities

Achievements of the Role:

Initiated On-Campus Recruitment Drive
Developed Formal Orientation Plan for New Employees
Established Need Based Training Programs
Conducted Job Analysis for Key Positions
Conducted Different Surveys (Stress, Motivation, Personality Test etc.)
Proposed Biometric Attendance System.

 Key Responsibilities:
 Talent Acquisition:

 Review and update JD for all positions with the consent of line managers.
 Screen CVs from database, social websites and employee referrals.
 Responsible for all pre-employment activities like telephonic interviews, assessment of candidates, background check, reference check etc.

Learning & Development:

Initiated the idea TNA Based Training Program
To arrange & coordinate different in-house training programs.
Coordinate with the external trainers and institutes.

 Organizational Development:

Update Organizational Chart of all departments at regular intervals.
Developed competency criteria matrix after market survey.
Assist Manager HR in re-engineering of HR policies.

 Performance Management:

Coordinate with HODs to set yearly objectives of employees.
Responsible to execute Annual Appraisal.
Coordinate with line managers for probation evaluation of their subordinates.

 Employee Engagement / Employer Branding:

Involve in planning and organizing different Employee engagement
Participate in different Job Fairs.
Assist in all types of employer branding activities

Operational Activities:

Supervise all operations of Recruitment & Selection, Training & Development.
Responsible for all types of letters issuance (Offer Letter, Appointment Letter, Transfer letter, Experience Letter etc.) 

Summary of Responsibilities:
Assist in all Organizational Development Activities, Policy Development, Updation of JD, Recruitment & Selection and Operational Activities
Achievements of the Role:

Assist in Development of Grading Structure of the Company
Developed Different Policies as per the Requirement of the Company.
Actively Participated in the Job Analysis Activity.
Designed New Format of Different Forms like Employment Application Form, Employee Requisition Form etc.
Use HR Metrics to Create Reports and Identify Areas of Improvement
Developed Authority Matrix for Different Departments.