ROLE OF THE POSITION:

STRATEGIC HUMAN RESOURCE PLANNING FOR PPIF OFFICE AND ITS PROGRAM / PROJECT AS WELL AS ADMINISTRATIVE SUPPORT FOR ROUTINE OPERATIONS.

HUMAN RESOURCE ROLE:

1- DEVELOPED AND UPDATE ORGANIZATION STRUCTURE AS PER DECISIONS MADE IN PPIF STRATEGIC PLANNING MEETING.
2-DEVELOPED AND UPDATE PPIF HUMAN RESOURCE MANUAL, VARIOUS HR POLICIES, PROCEDURE AND IMPLEMENT IN THE PPIF.
3-PERFORM COMPLETE RECRUITMENT CYCLE IN PPIF; PREPARE JOB ADVERTISEMENT, PREPARE LONG-LISTING, SHORTLISTING REPORTS, ORGANIZE INTERVIEWS, ASSIST RECRUITMENT & SELECTION COMMITTEE IN SELECTION OF CANDIDATES.
4-PERFORM COMPLETE ORIENTATION PROCESS OF PPIF FOR ALL NEW EMPLOYEES IN THEIR INDUCTION.
5-DEVELOPED AND MANAGE EMPLOYEE PROBATION EVALUATION, EMPLOYEE CONFIRMATION AND ANNUAL PERFORMANCE EVALUATION PROCESSES.
6-MANAGING MONTHLY EMPLOYEE MEDICAL (OPD) AND MOBILE BALANCE REIMBURSEMENT AS PER EMPLOYEE MEDICAL AND MOBILE BALANCE POLICIES.
7-PROVIDE COUNSELLING TO EMPLOYEES IN THEIR VARIOUS MATTER AND ADDRESS EMPLOYEE GRIEVANCE.
8-PERFORMS INTERNAL AND EXTERNAL OFFICE COMMUNICATION: EMAIL, VOICEMAIL AND
MISCELLANEOUS WRITTEN CORRESPONDENCE.
9-ASSIST GENERAL MANAGER OPERATIONS IN PLANNING AND PROCUREMENT OF VARIOUS SERVICE THROUGH CONSULTANTS / VENDORS WHICH REQUIRES IN THROUGHOUT THE YEARS IN PERFORMING HUMAN RESOURCE AND ADMINISTRATION RESPONSIBILITIES.
10-RESPONSIBLE OF COMPLETE CHECKING MEDICAL CLAIM OF EMPLOYEES AND SEND TO HEALTH INSURANCE COMPANY AND FOLLOW-UP OF PAYMENTS. ADDITION AND DELETION OF EMPLOYEES WITH HEALTH INSURANCE COMPANY.
11-RESPONSIBLE OF EMPLOYEE SEPARATION MANAGEMENT; PROCESS OF RESIGNATION AND ENSURE THAT EMPLOYEE WILL SERVE THE NOTICE PERIOD, PROCESS OF EMPLOYEE CLEARANCE, PREPARATION OF FINAL SETTLEMENT AND ALSO RESPONSIBLE OF HANDING OVER OF RESPONSIBILITIES AND COMPANY ASSETS FROM EXIT-EMPLOYEES.

MAJOR / KEY RESPONSIBILITIES

1. DEVELOP ANNUAL RECRUITMENT PLAN
2. DEVELOP ANNUAL PERFORMANCE PLAN FOR THE ORGANIZAION AND WHOLE TEAMS IN THE ORGANIZATION 3. DEVELOP KPIS IN COORDINATION WITH SECTOR HEADS
4. PARTICIPATE IN DEVELOPMENT OF PROJECT DOCUMENTS LIKE PC-1, PC-II AND SOMETIMES PC-III, ESPECIALLY IN HUMAN RESOURCE COSTING AND OUTLAY.
5. MANAGE AND EXECUTE RECRUITMENT (INTENSIVE & EXTENSIVE IN THIS PLANNING & DEVELOPMENT SECTOR)

KEY ACHEIVEMENTS

1. FULLY IMPLEMENTED SAP-B-ONE ESPECIALLY HCM MODULE THROUGH SAP CONSULTANT.
2. SAVE HUNDRED THOUSAND OF RUPEES IN ACCOUNT OF RECRUITMENT THROUGH OPT SOCIAL MEDIA RECRUITMENT AND EMPLOYEE REFERRALS.

MAJOR / KEY RESPONSIBILITIES

1. DEVELOP CORPORATE BUSINESS PLAN AND COORDINATE WITH BUSINESS HEAD FOR ANNUAL BUSINESS PLAN
2. RECRUITMENT & SELECTION
3. PLAN, CONDUCT AND EVALUATE PERFORMANCE MANAGEMENT SYSTEM ***(KRA & KPI BASED)
4. FORMULATE/DEVELOP REWARD RECOGNITION STRATEGIES AND MANAGE REWARD RELATED POLICY AND PROCEDURE.
5. EMPLOYEE SEPARATION MANAGEMENT / GRIEVANCE HANDLING
6. HR BUSINESS PROCESS MANAGEMENT / PROCESS IMPROVEMENT PROGRAM
7. COMPENSATION AND BENEFITS / STRUCTURING SALARY GRADES AND DEFINING CLEAR BENEFITS SCHEME.

KEY ACHIEVEMENTS

1. REDEFINED NEW SALARY GRADES AND CLEAR BENEFITS SCHEME THROUGH INSPIRATION BROAD BRANDING GRADING STRUCTURE. IT HELPED IN EXISTING EMPLOYEES ANNUAL INCREMENT, PAYING BENEFITS AND ESPECIALLY FOR NEW HIRINGS.
2. SAVE ANNUAL Rs. 400,000 (RUPEES FOUR HUNDRED THOUSAND) OF THE COMPANY THROUGH USING SOCIAL MEDIA RECRUITMENT, MARKET PROFESSIONAL REFERENCES AND CV DATA BANKS INSTEAD OF USING JOB PORTALS AND EXECUTIVE SEARCH SERVICES.
3. BUILD AND MAINTAINED HR BRAND AND UPLIFT ORGANIZATION IMAGE IN THE VARIOUS JOB FAIRS, UNIVERSITIES AND TECHNICAL TRAINING CENTERS AND GENERATE HUNDRED OF RESOURCES FOR VARIOUS DEPARTMENTS.

MAJOR / KEY RESPONSIBILITIES

1. END TO END RECRUITMENT & SELECTION
2. EMPLOYEE RELATIONSHIP / INDUSTRIAL RELATIONSHIP MANAGEMENT
3. HR BUSINESS PROCESS MANAGEMENT / BUSINESS DEVELOPMENT / IMPROVEMENT
4. TRAININGS (IN HOUSE & OUTSOURCES)
5. HR PLANNING AND MANPOWER PLANING YEARLY AND FOLLOW UP QUARTERLY.
6. REDESIGNED NEW BROAD BAND GRADING.

KEY ACHIEVEMENTS

1. ARRANGED CONSULTANT, COORDINATED AND SUPPORT IN IMPLEMENT SUCCESSFULLY SAP B-1. 2. CONSULT AND ESTABLISH ANNUAL BUDGET, PERFORMANCE MANAGEMENT & PERFORMANCE REWARD SYSTEM.
3. BUILD AND MAINTAINED HR BRAND AND UPLIF ORGANIZATION IMAGE IN THE VARIOUS JOB FAIRS, UNIVERSITIES AND TECHNICAL TRAINING CENTERS AND GENERATE HUNDRED OF RESOURCES FOR VARIOUS DEPARTMENTS.
4. SAVE ANNUAL Rs. 2,000,000 (RUPEES TWO MILLION) OF THE COMPANY THROUGH USING SOCIAL MEDIA RECRUITMENT, MARKET PROFESSIONAL REFFERENCES AND CV DATA BANKS INSTEAD OF USING JOB PORTALS AND EXECUTIVE SEARCH SERVICES.
5. SAVE ANNUALY Rs.500,000 (RUPEES FIVE HUNDRED THOUSAND) THROUGH BETTER NEGOTIATE WITH THE LABOR / STAFF FOR WIN - WIN AND EMPLOYEE CUM EMPLOYER BENIFITS 6. SAVE ANNUALY Rs.200, 000 (RUPEES TWO HUNDRED THOUSAND) THROUGH CONDUCT IN-HOUSE TRAININGS AND LOW COST TRAINING THROUGH MARKET SEARCH.

MAJOR / KEY RESPONSIBILITIES

1. RECRUITMENT & SELECTION INDIVIDUALLY AND SUPPORT TO HEAD OFFICE SHARJAH, BUHERA.
2. EMPLOYEE RELATIONSHIP MANAGEMENT 3. BUSINESS PROCESS MANAGEMENT
4. PAYROLL MANAGEMENT
5. TRAININGS ( IN HOUSE & OUTSOURCED
6. MANPOWER PLANNING FORECASTING AND MAINTAIN THE MPP AT OPTIMIZE LEVEL.

KEY ACHIEVEMENTS

1. DEVELOPED HR DEPARTMENT AT SITE MANUFACTURING (FREE ZONE) FROM SCRATCH TO OPERATIONAL FORM SAVING LOTS OF ARAB EMIRATES DIRHAM (AED) IF THE SAME WOULD HAVE OUTSOURCED. 2. PROVIDE TO HR STAFF AND SENIOR MANAGEMENT TRAININGS FROM BASIC TO PROFESSIONAL LEVEL ORGANIZATIONAL BEST PRACTICES

CHRONOLOGICAL CAREER EVOLUTION/PROGRESS (CURRENT TO PAST)

HR BUSINESS ASSOCIATE (SEPTEMBER, 2009 TO MARCH, 2011)
TRANSFERRED TO AFGHANISTAN SALES DEPARTMENT)
HR BUSINESS ASSOCIATE (JANUARY, 2007 TO AUGUST, 2009)
PROMOTED & TRANSFERRED TO NEW DEPARTMENT IN SALES)
HUMAN RESOURCE EXECUTIVE (APRIL, 2005 TO DECEMBER, 2006)
PROMOTED & TRANSFER TO REGIONAL OFFICE, LAHORE
HUMAN RESOURCE SUPERVISOR (JANUARY, 2005 TO MARCH, 2005)
PROMOTED AND TRANSFERRED TO HEAD OFFICE, LAHORE
REGIONAL HR ASSISTANT (SEPTEMBER, 2001 TO DECEMBER, 2004)
APPOINTED AT ISLAMABAD REGIONAL OFFICE

MAJOR / KEY RESPONSIBILITIES

1. SUPPORT VARIOUS BUSINESS / DEPARTMENTS IN RECRUITMENT & SELECTION INDIVIDUALLY AND THROUGH REPORTING CORPORATE RECRUITMENT DEPARTMENT
2. EMPLOYEE RELATIONSHIP MANAGEMENT
3. BUSINESS PROCESS MANAGEMENT
4. PAYROLL MANAGEMENT
5. TRAININGS (IN HOUSE & OUTSOURCED)

KEY ACHIEVEMENTS

1. SAVED USD 100,000 (USD) FOR HIRE ALL THE STAFF NUTRITION SPECIALIST, SALES PROFESSIONALS, SALES PROMOTIONAL TEAM AND OFFICE TEAM FOR AFGHANISTAN OFFICE THROUGH PESHAWAR REGION.
2. SUPPORT SAP INTERNATIONAL TEAM IN SUCCESSFULLY IMPLEMENTATION OF SAP.
3. ARRANGED AND CONDUCT VARIOUS LOW COST TRAININGS.

MAINTAINS EMPLOYEE-RELATED DATABASE (HRMS). PREPARE AND ANALYZES REPORTS THAT ARE NECESSARY TO CARRY OUT THE FUNCTIONS OF ALL DEPARTMENTS. PREPARE PERIODIC REPORTS FOR MANAGEMENT AS NECESSARY OR REQUESTED.
ASSIST HR MANAGER IN RECRUITMENT AND SELECTION
HR TO REVIEW MONTHLY PAYROLL TO ENSURE ACCURACY.  EMPLOYEE RECORDS – MAINTAIN AND UPDATE EMPLOYEE PERSONAL FILLS, RECORDED AND UPDATED COMPENSATION BENEFITS, PERFORMANCE EVALUATIONS, DISCIPLINE AND DISCIPLINARY ACTIONS.

ASSIST HR MANAGER IN ANNUAL PERFORMANCE MANAGEMENT.
ASSIST HR MANAGER IN RECRUITMENT AND SELECTION.
HR TO REVIEW MONTHLY PAYROLL TO ENSURE ACCURACY