Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Hired and on-board 300 staff in a month to fulfil the transition of operations from Islamabad office to Lahore office.- Successfully plan and fulfil all operational requirements including but not limited to the sitting arrangements, training arrangements, documentation, attendance, company assets for each new hire to perform their job effectively coordinating with all support departments.- Analyze trends in compensation and benefits researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.- Managing Third parties (HRBPs) and aligning them with company needs and operations.- Designing and implementing the companys HR policies.- Setting objectives and goals for the team and also tracking progress.- Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Monitoring the companys HR systems as well as databases.- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.- Addressing employees queries (e.g., on compensation and labor regulations).- Guiding staff and management of the companys HR policies and regulations.- Oversees employee disciplinary meetings, terminations, and investigations.

Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Hired and on-board 300 staff in a month to fulfil the transition of operations from Islamabad office to Lahore office.- Successfully plan and fulfil all operational requirements including but not limited to the sitting arrangements, training arrangements, documentation, attendance, company assets for each new hire to perform their job effectively coordinating with all support departments.- Analyze trends in compensation and benefits researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.- Managing Third parties (HRBPs) and aligning them with company needs and operations.- Designing and implementing the companys HR policies.- Setting objectives and goals for the team and also tracking progress.- Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Monitoring the companys HR systems as well as databases.- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.- Addressing employees queries (e.g., on compensation and labor regulations).- Guiding staff and management of the companys HR policies and regulations.- Oversees employee disciplinary meetings, terminations, and investigations.

o Responsible to handle the grievance, Disturbance allowances, warnings and disciplinary
matters of employees by keeping in view the employee relation policy and procedure of
the organization.
o Prepare & circulate office memos and prepare letters i.e. Bank Account opening, Service
Certificate etc.
o Provide information/data to CSR officer for preparation of quarterly e-letter.
o Responsible to handle all transfers within and between QG organizations
o Process employee separation activities by receiving resignation, issuing experience letter
and ERP entry
o Responsible to conduct employee exit interviews to understand the reasons of employee
resignations
o Prepare monthly reports of exit interviews and discuss with Team Lead HR & OD for
improvements
o Also responsible for resigned employees clearance, and make sure that process of
clearance must be done within assigned time.

Prepared Job Ad's to be posted on Electronic & Print media.
• Ensure all vacancies are filled with appropriate candidates within the targeted time.
• Coordinated with line managers to know the gaps and vacant positions.
• Examined Resumes and schedule interviews with Directors & Managers.
• Developed talent pool through creative sourcing techniques including Referral generation, Networking, HR Forums and Head Hunting.
• Interacted with candidates to understand their capabilities, strengths, limitations and building an understanding with them.
• Assist in salary fixation, finalization of offers through negotiations & final approval from management.
• Responsible for Managing and completing employee personnel files and carrying out follow-ups of missing documents.
• Responsible for new employees joining Process.
• Initiate employee clearance and make sure timely payment, conducted exit interviews, draw report on it.
• Strong liaison with Career placement office of Universities nationwide (for engineers) for recruitment drives in order to fill the vacancies where required.
• Assisted in the development and implementation of personnel policies and procedures.
• Ensured all types of official correspondence in a profitable manner.
• Prepared Turnover Analysis.
• Manage monthly and quarterly reporting requirement for the department in terms of recruitment.
• Conducting job analysis.
• Responsible for HR operations and carried out multiple tasks as directed by the HR Manager.

Leading a team of 8 HR professionals, I oversee the human resources function for an organization with a total
headcount of 700+ employees. My team and I are responsible for driving HR strategy, managing talent acquisition
and development, and fostering a positive work environment. We strive to deliver exceptional HR services, supporting
the organization's growth and success.
Talent Acquisition:
► Hire and onboard new staff quickly and efficiently.
► Partner with leaders to align HR hiring strategy with business needs.
People Operations:
► Oversee HR operations and grievances as per policies and procedures.
► Oversee HRIS records and hard files beside attendance and leaves records.
► Optimize HR processes for smooth facilitation and compliance.
Learning and Development:
► Develop training plans for new staff.
► Manage TNA to identify key improvement areas.
► Design, get approval and implement training plans to improve productivity.
Policies and Procedures:
► Develop and implement HR policies, ensure compliance with labor laws and regulations.
Compensation and Benefits:
► Manage payroll and incentives.
► Develop benefits programs to retain staff by analyzing market trends to stay competitive.
Performance Management:
► Develop and monitor performance management systems to evaluate staff performance and provide
feedback and coaching.
Succession Planning:
► Develop succession plans for key roles, Identify and develop future leaders.
► Partner with leaders to ensure talent pipeline.
Employee Engagement:
► Boost morale and motivation through engagement initiatives Foster a positive work culture through
recognition and rewards.

► Developed HR department from scratch by writing policies, procedures, JDs, Job grades, benefit plans,
Organizational Structures/ Organization Charts and process flows.
► Manage and define roles among HR team of 4 persons (HR & Admin Executives) head office based and 6 HR
and Admin coordinators placed at each branch of the company to implement policies in an effective way.
► Enhanced hiring tactics and increased head count of employees from 120 employees to 350 employees with
5 new branches.
► Planning, budgeting and roles defining of each branch in terms of manpower to reduce overhead costs.
Manage recreational activities to enhance employee engagement with the organization.
► Enhances the organization’s human resources practices by planning, implementing, and evaluating employee
relations and human resources policies, procedures, programs, and practices.
► Maintains the work structure by updating job requirements and job descriptions for all positions.
► Analyzing business structures, procedures, processes, and the utilization of resources. Interviewing personnel
and facilitating targeted skills development initiatives.
► Leading business optimization initiatives by conducting individual or group training sessions.
► Contributing to the restructuring of departments to increase efficiency and align activities with business
objectives.
► Optimizing personnel utilization by increasing cross-functionality and interdepartmental cooperation.
► Advising executives and senior managers and recommending efficient and cost-effective solutions for
identified challenges.
► Optimize current organizational policies, procedures, process flows and protocols by identifying gaps
and suggesting solutions to enhance organizational efficiency.
► Handle the grievances, Disturbance allowances, warnings and disciplinary matters of employees by
keeping in view the employee relation policy and procedure of the organization.
► Payroll, Leaves record, ERP/HRIS.
► Recruitment and retention initiatives.

Recruitment & Talent Acquisition:
► Develop and implement effective recruiting strategies to attract high quality candidates.
► Source, screen, and interview candidates for various positions within the company.
► Manage the entire recruitment process, from job posting to offer negotiation and onboarding.
► Collaborate with department heads to understand staffing needs and requirements.
Employee Relations:
► Foster a positive work environment by addressing employee concerns and resolving conflicts.
► Conduct exit interviews and analyze data to identify trends and areas for improvement.
► Implement employee engagement initiatives to enhance workplace satisfaction and retention.
Performance Management:
► Oversee the Annual performance process, ensuring timely and constructive feedback.
► Develop and monitor individual and departmental performance metrics.
► Provide coaching and support to managers in handling performance-related issues.
Compliance & Policy Management:
► Ensure company compliance with labor laws and regulations.
► Develop, implement, and update HR policies and procedures.
► Manage employee records and ensure data accuracy and confidentiality.
► Developed complete HR policy manual. Developed organogram/ Organization charts.
► Effectively run job analysis by conducting direct interviews with departmental heads to workflow structures,
job descriptions, tasks & responsibilities.
► Used Hays method to evaluate jobs and their grades.
► Conduct market analysis to design compensation and reward plans.
► Connect compensation and reward plans with the job grades.
Training & Development:
► Identify training needs and develop programs to enhance employee skills and career growth.
► Organize and conduct training sessions on various HR-related topics.

Planning,PoliciesandProcedures
-Recommendingnewpolicies,approaches,andprocedures
-Develop,implementandmonitorHRPolicies,systems,tacticsand
proceduresacrosstheorganization
andinitiativesalignedwiththeoverallbusinessstrategy.
OrganizationalStructureandJobAnalysis
-Assistingtopmanagementindesigningthestructureofdifferentdepartments
andoverallorganization.
-Analyzingjobsintermsofpurpose,tasks/responsibilities,requiredfunctional
competencies,qualificationsetc.
TalentPlanning,Acquisition,Onboarding&Separation
-ResponsiblefordevelopingthemanpowerplanandHRbudgetannuallyin
accordancewiththeorganizationsworkforcestrategy.
-Managingtheentiretalentacquisitionprocess,orientationandon-boarding
fornewhires.
-Conductingemployeereferralcheckafterselectionofcandidates
-Managingtheseparationprocessfromresignation/dismissaltofinal
settlement.
Otherresponsibilitiesinclude
-Supervisionofmonthlypayroll.
-SupervisionoftimelyupdateofEmployeeinformationonHRinformation
system.
-ImplementationofDashboardforeffectivereportingonrelevantHRmetrics.
-EndtoendimplementationofPerformanceappraisalsfromdatacollectiontill
reporting.
-InitiationofTNAinPMSandfacilitationofdepartmentalinitiativestofulfill
learningneeds.
-Prepareemployeehandbook,quarterlyE-Letter.

► Lead end-to-end recruitment efforts, from crafting compelling job ads to talent scouting and selection.
► Cultivate a robust talent pipeline through innovative sourcing strategies and networking avenues.
► Skillfully negotiate salary packages and finalize offers, fostering positive candidate experiences.
► Maintain meticulous employee records and arrange seamless onboarding processes for new hires.
► Forge strategic partnerships with universities to drive recruitment initiatives and support policy
implementation activities.
► Spearhead employee relations, grievance handling, and disciplinary procedures, ensuring adherence to
organizational policies.
► Efficiently manage office communications, including memos and official letters, while facilitating seamless
employee transfers, promotions and Job enrichment cases.
► Conduct insightful exit interviews to glean valuable feedback and drive continuous improvement initiatives.
► Assist Manager in Performance management, Training and development and other OD related tasks i.e.
Succession planning, Job Evaluations, Job analysis.
► Assist Manager in preparation of HR weekly and monthly reports for management review.
► Assist Manager in Employee engagement activities across group companies and head office.

Duties and Responsibilities:
Recruitment Process
Employee Record Management
Asset Record Management
Monthly attendance record / Payroll Process
Leaves Record
Deduction Record
Monthly Invoice Record for company maintaind Sims and on daily basis coordination with Zong Representative for employe's facilitation

Duties and Responsibilities:
Inventory Management
Team Management
Coordition with Vendors for services
Building Coalitions with existing and new clients
Follow up events

6 Months working experience at Mobilink(Gsm)