Roles:
As the HR leader, I manage and lead a team of 9 HR professionals overseeing the end-to-end employee management for Cyber Internet Services (Pvt.) Limited and its associated divisions (Cybernet, StormFiber, National Broadband, TV-Nation, Voice-NGN) and Lakson Business Solutions (LBS), supporting over 3,400 Group employees across multiple locations in Pakistan.
Core Responsibilities:
·        Strategic HR Partnership: Collaborate with senior leadership to align HR strategies with business objectives, addressing current and future talent needs, including recruitment, retention, and succession planning.
·        Talent Acquisition and Management: Lead the talent acquisition process, including workforce planning, recruitment, interviewing, hiring for managerial, exempt, and professional roles. Implement programs for talent development and retention.
·        Employee Relations and Compliance: Provide guidance on complex employee relations issues, ensuring compliance with federal, state, and local employment laws and regulations. Review and update HR policies and practices.
·        Performance Management: Oversee the performance management process, including SMART goal (KPIs) setting, evaluations, and feedback mechanisms. Develop and implement performance improvement plans.
·        Employee Engagement: Develop and execute strategies to enhance employee engagement, satisfaction, and morale. Conduct employee surveys and drive initiatives based on feedback.
·        Learning and Development: Design and implement learning and development programs. Monitor and evaluate training effectiveness.
·        HR Analytics and Reporting: Utilize HR data and analytics to provide insights into workforce trends and metrics. Produce reports on key HR metrics.
·        Leadership and Development: Mentor and coach HR team members to develop their potential and ensure high performance.
Key Achievements and Project highlights:
1.      Business Expansion: Facilitated nationwide business expansion of StormFiber 16 new locations in Pakistan (North and Central), analyzing prospective HR needs and developing strategies to meet those requirements. Induct on average 80+ protentional employees for each location. 
2.      Seamless Outsourcing Partner Migration: Successfully migrated 850 employees to Professional Employment Services Pvt. Ltd (PEOPLE), increasing retention.
3.      Efficient Recruitment Process: Implemented Open House / Walk-in Interviews in Karachi and Lahore, resulting in the hiring of 1,700+ technical staff in 4 years for 16 new cities.
4.      Robust Talent Pipeline: Developed a talent pipeline of 100+ profiles for mid-senior head office positions and established a candidate pool of 20,000+ for quick replacements.
5.      Performance Management Overhaul: Introduced an online performance management platform, ‘Performance Hub’, and conducted training sessions and personal coaching for employees.
6.      HR Policy and Handbook Revamp: Revamped the Employee Handbook and HR Policy Manual, ensuring up-to-date and comprehensive guidelines.
7.      Innovative Training Programs: Partnered with the L&D team to develop and launch various training programs to upskill and develop employees.
8.      Recruitment Drives: Led 20+ recruitment drives and career fairs in various universities, ensuring a steady talent pipeline.
9.      Employee Benefits Improvement: Worked on revamping the medical insurance policy to include parents.
10.   Employee Engagement Activities: Led 50+ engagement activities, including town halls, speaker sessions, and CSR initiatives, enhancing employee morale and community involvement.
11.   HR Automation and Analytics: Initiated the HR Dashboard and Matrices in Cybernet, leading the development of the People HUB (HRMS platform) to move HR operations towards digitalization and automation.

12.   Mass Recruitment: Achieved mass recruitment of over 800+ staff annually across 24 locations in Pakistan.

Projects and Achievements:
 Centralization of Compensation and Benefit, Payroll, Payments and Employee Personnel Files.
 Centralization of Bank - Single Bank Payroll Processing with - HBL at Work.
 Centralization of Health (OPD, IPD) and Life Insurance - Employee Health and Safety.
 Successfully handled the personnel file completion project of 700+ group employees from more than 11 locations.
 Prepare scanned personal files (E Filling) of Employees, covering 100% of the population across MIDAS.
 Update tax slabs as per Federal Budget in SAP-HCM in Co-ordination with ERP team for Tax year 2018 – 2019.
 Conduct awareness sessions for enhancing the basic Taxation knowledge in coordination with Finance team.
 Actively involved in Go-Live project of SAP HCM, from hiring to payroll and final settlement in coordination with IBM Team.
 Involved in SAP-SuccessFactors implementation as a Project Member and as a Function Lead of Employee Central, Performance and Compensation Module.
 Co-facilitation in implementing the automated LMS - Time Off on SAP-SuccessFactors in order to reduce paperwork.
 Represent HR as a Project member of SAP HANA Enterprise Cloud (HEC) testing and Go-Live.
 Automation of pay slips for Zone and Non-Zone through SAP – HCM.
 Implementation of Shared Service concept to reduce the fat and centralize the processes.
 Implement the revise payroll cycle from 30th / 31st to 23rd of month in SAP with 7 days advance salary.
 Involved in Implementation of five days’ work week. (Saturday as Off Day) - (Great Work - Life Balance).
 Ensuring maximum utilization of SuccessFactors by engaging and training employees the use of tool and Automation of processes to promote paperless environment.
 Installation of Bio matrix Hand Scan Machines, integrated with SAP–HCM for fast and smooth TMS.
 Coordinate with HRBP’s and HRG for recruitment by placing job on Social Media tools (LinkedIn) to optimize recruitment cost.

Roles:
Overall responsibility for Employee Life Cycle Management of 700+ Group employees (Executives and Staff). Handling entire HR functions may include: Recruitment Strategy - Talent Acquisition, Total Reward Management, Compensation and Benefit, Performance Management, Medical Management, Organizational Development, Recognition and Policies, Funds Management, Payroll and Salary Administration, Employee Relations, Employee Engagement, Final Settlement, Exit process and CSR.
Core Responsibilities:
A. Compensation and Benefit:
 Employees Benefit management including yearly medical, LFA and Leave encashment, Bonus reimbursement and provision of termination services and benefits. Salary proposals, Annual compensation reviews, monitoring departmental budget, Payroll administration and disbursement of monthly salaries, Implementation of Variable pay based on performance VPP.
 Maintain LFA, Ex-gratia, Regularity Bonus and Medical (in and out patient) and providing summary to management.
 Focus on diversified aspects while designing benefits (financial aspects, ROI, cost-benefit analysis, affordability & sustainability).
 Monetize benefits – creating a win-win equation for employer and employee.
 Suggesting improvement in Reward and Salary structure for pay for performance culture.
B. Organizational Development (Policies, Procedure, Process, Development - Review and Updating):
 Keep a track of records to the procedures, processes, formats / forms in line with organizational goals and the HR policy must follow by all the employees.
 Assist in Formulation and implementation the HR policies, Procedures and processes and ensure their execution and administration in line with company’s objectives thereby contributing towards increased productivity.
 Streamlined complete payroll process from attendance to Salary disbursement, by implementing SAP-HCM.
 Closely work on Organizational development activities including Off-site, motivational strategies, change