Mainly responsible for HOH 02 divisions (Packaging & Laminates) includes 03 Plants, 02 Head Office & 01 regional office.
Succession Planning (Management & worker level)

Collaborate with senior leadership to establish a comprehensive succession planning strategy aligned with the organization's long-term goals.
Identify critical positions that require succession planning and create a roadmap for talent development in these key areas.
Evaluate the existing talent pool to identify individuals with high potential for future leadership roles.
Collaborate with departmental heads to create individual development plans for potential successors.

Talent Management

Define job requirements, qualifications, and skills for various positions within the organization.
Set recruitment targets and ensuring the timely achievement of hiring goals
Utilize various sourcing strategies (e.g., job boards, social media, networking, referrals) to attract a diverse pool of qualified candidates.
Coordinate and participate in interviews with line managers for shortlisting.
Ensure a positive candidate experience throughout the recruitment process, providing timely feedback and maintaining effective communication.
Implement recruitment tracker to measure the concern department downtime.
Support the recruitment and selection process for other divisions key positions, ensuring a diverse and qualified candidate pool.
Responsible for complete Employee onboarding and offboarding.

Employee Engagement

Develop and implement initiatives to enhance employee engagement, satisfaction, and retention.
Conduct employee surveys and develop action plans to address areas of improvement.

Employee Relations

Collaborate with group HR to develop, update, and communicate employee policies and procedures.
Instruct employees on policies and procedures, ensuring consistent application and understanding.

Payroll & Operations

Serve as the first point of contact for employee inquiries related to HR policies, benefits, and general HR-related questions.
Provide HR reports & analysis for management decision making.
Provide data insights and recommendations to improve HR processes and programs.
Process payroll accurately and in a timely manner, ensuring compliance with payroll policies, procedures.
Ensure data integrity and accuracy in the payroll system by performing internal audits and reconciliations.
Assist with payroll-related audits and provide necessary documentation and support.
Provide guidance to employees on payroll-related policies, procedures, and self-service tools.

To serve as a link between the Sales Force Team and HR Functions to ensure productivity optimization.
Responsible for pan Pakistan positions for commercial & Head Office both.
Facilitate the Recruitment function by suggesting and selecting the right candidate for the right Job at the Right function for optimum performance.
Identifying and developing employees for next level (succession planning) & mapping their career with the list of skills and abilities required to perform the next level job.
Managing Monthly Expenses, Payroll of all Field Force.
Any HR related issues such as grievance amongst employees, unhealthy relationship between employees and line management/ departmental coordination/stakeholders/employees themselves which may impact work productivity shall be identified by him and resolved accordingly in collaboration with the HR department and line management.
To ensure employees’ learning and development by best business practices and policies, and to enhance their skills & productivity.
To identify and rectify gray areas/areas of improvement of the Sales Team with the help of the Competency Framework and their Sales Target Achievement.
To minimize employee turnover ratio by rectifying bottom line issues with HR department & Line management.
To expedite Policies at all levels and ensuring active participation of Managers in compliance with HR practices and SOPs.
To work closely with salesforce and review their sales performance on a periodic basis based on their Monthly and Quarterly Achievements. Discuss the fluctuations in performances with employees (if needed) and identify the areas of improvement. 

• Looking after complete recruitment life-cycle for sourcing the best talent from diverse sources.
• Responsible for multiple group of companies manpower planning & availability on time.
• Building a robust "Talent Pipeline" for future key positions.
• Planning & identification of manpower requirements in consultation with Department Heads of different functional areas.
• Preparation of Candidate's Job Profile Summary sheet and share the same with department heads.
• Offer calculation and salary negotiation with the selected candidates.
• Responsible for reference verification prior to job offer.
• Exclusively responsible for onboarding and orientation of new hiring.

• Looking after AAA Facility Management Head Office and also Multiple MNC projects Recruitment and all HR operations.

HR Operations (Compensation & Benefits):
Recruitment:
Training & Development:
Organizational Development: