Review of Organogram & JDs (Management Staff)
Budgeting & Variance 
Talent Acquisition (Management Staff)
 
New Employees Orientation (Management Staff + Supervisors)
 
Employee Record (ERP & Personal Files)
 
Final Settlement of Exits & Transfers (Management Staff)
 
Payroll process 
 
Performance Management System
 
Development & Implementation of Training Plan (Management Staff)
 
HR Analytics
 

Lead & Organize administration team to provide good working environment in head office
and best services to staff.
30. Ensure all required supplies are adequately available in head office to ensure smooth
operations.
31. Ensure all services (power, water, sanitation etc.) are in perfectly working order and there
are adequate backups available at all times.
32. Prepare quarterly budgets and variance reports for administration with the help of
accounts department and present to senior management for review and approval.

Quarterly review reporting structures and ensure that it is updated according to
respective organizations’ needs.
2. Responsible to review revisions and updates in Job Descriptions, Key Results Area (KRAs)
and Key Performance Indicators (KPIs) of all Key positions in the structure as per
requirement. Also ensure that JDs and KPIs for all other and new positions in structure are
developed timely.
Coordinate with accounts department all other concerned departments to develop
annual and quarterly HR budgets.
4. Present budget to senior management for review and approval.
5. Present budget variance reports to VP Support Services & CEO on monthly basis.
Perform Manpower Planning for organogram on quarterly basis after last quarter
performance evaluation.
7. Ensure the up gradation of Organograms as per manpower planning / whenever required
to ensure the required positions in organization.
8. Make sure that recruitment activities are performed only for planned and budgeted
positions in organogram.
9. Take every possible mean to provide required manpower in all department on time.
10. Do selection interviews along with other departmental heads, and ensure transparency
and quality in hiring process.
Ensure effective compliance and fairness in new employee orientation process.
12. Review and regularly update content of new employee orientation to ensure it covers
trust history, mission, vision, culture, working environment, policies, relevant reporting
structures and recent developments and achievements.
Budget variance report submitted after 15th in two months 
OR
not submitted at all in any one month 
OR
actual spendings exceeds more than 5% from budget.

Analytical, mentoring, Computer, MS Office, Cross-Functional,  Cost awareness, Problem-solving, Leadership, Management, planning, Communication, Stress Management, Team Building, Decision Making, Conflict resolution, Quality FocusRecruitment,Training & Development, Employee record Designing, development and administration of HR policies and procedures; HR reports; recruitment of management positions; and guidelines to help align the workforce with the strategic goals of organization development. • Plan & supervise new employee orientation program. • Carry out workforce analysis, planning and determine staffing needs as per requirements of the senior management. • Conducting quarterly HR audits of various business units. • Supervise job analysis for effective formulation of job descriptions. • As per requirement, analyse the existing compensation philosophy using market trends and revise the compensation & benefits policy accordingly while ensuring compliance with labor laws. • Exercise technical control of Human Resource Information System (HRIS) at Strategic Business Units (SBUs) and HQ NLC and conduct training for HRIS staff. • Taking initiatives to convert HRIS from transaction based system to decision support system. • Design and develop HR training programs for management and employees as per TNA. • Conduct the need assessment for training and staff development to enhance the effectiveness of employee performance in achieving the goals and objectives of the company. • Periodically conduct external / in-house training & development sessions to enhance employee skills. • Make Talent Acquisition Plans for induction of Professionals and experts. • Supervise maintenance of Talent Acquisition Pool. • Hire Fresh Talent through Job Fairs / Seminars / Talent Hunt/ Campus Drive / Career Drive. • Conduct annual employee satisfaction survey. • Development / Revision of HR manual and employee’s handbook comprising of policies & procedures. • Refresher Programs for better understanding of policies & procedures. • Conduct Team-building exercises and workshops. • Arrange periodic employee engagement programmes. • Functional control of Human Resource Information System (HRIS).

Interview Conduct
Shortlisting of Candidates
Admission Management
Recruitment
Hospitality Management
Attendance & Training Quality Monitoring
Follow up Plan & way forward after training
Trainer grooming
Training & Development
schedule design and implementation
Designing, development and administration of HR policies and procedures; HR reports; recruitment of management positions; and guidelines to help align the workforce with the strategic goals of organization development.
• Plan & supervise new employee orientation program.
• Carry out workforce analysis, planning and determine staffing needs as per requirements of the senior management.
• Conducting quarterly HR audits of various business units.
• Conduct annual employee satisfaction survey.
• Development / Revision of HR manual and employee’s handbook comprising of policies & procedures.
• Refresher Programs for better understanding of pol

South Punjab Poverty Alleviation Project
The Government of Punjab, with financial assistance of the International Fund for Agricultural Development (IFAD), has launched a project titled South Punjab Poverty Alleviation Project (SPPAP) in Districts Bhawalnagar, Bahawalpur, Muzaffargarh and Rajanpur in South Punjab. SPPAP is designed to assist the Government to achieve its objectives of economic growth and poverty alleviation. The overall goal of the project is to reduce rural poverty in Southern Punjab. IRM is implementing vocational and enterprise training for poor communities of the four target districts, hence contributing in generation of enhanced employment and self-employment opportunities.
The training Interventions allotted to IRM are as follows;
Vocational Training Organization (VTO): IRM is providing skills training to a total of 11,555 men and women, preferably youth, in different trades. Furthermore, IRM is involved in the selection of participants, establishment of mobile centers, training delivery and provision of post training services.
Entrepreneur Training Organization (ETO): As part of the ETO, IRM is going to offer two year Diploma courses to selected 56 Entrepreneur Activists (EAs). IRM will also train 3,081 men and women in entrepreneurial skills. Out of the total target, 770 men and women will be provided with business incubation support and will be linked to MFIs.
Designing, development and administration of HR policies and procedures; HR reports; recruitment of management positions; and guidelines to help align the workforce with the strategic goals of organization development.
• Plan & supervise new employee orientation program.
• Carry out workforce analysis, planning and determine staffing needs as per requirements of the senior management.
• Conducting quarterly HR audits of various business units.
• Supervise job analysis for effective formulation of job descriptions.
• As per requirement, analyse the existing compensation philosophy usin

Start off with a transparent community selection process and share results
Map community priorities and identify community leaders through community assessments
Hold preliminary meetings with community leaders and enlist their support to mobilize community participation
Deal with Government and Non-Government organizations.
· Make area Survey and Selection of Potential area.
· Conduct Community mobilization and Community meetings.
· Identification and Selection of beneficiaries.
· Support Master Trainer in training and induction of beneficiaries.
· Kit provision to beneficiaries after training.
· Provide Follow-up facilities to beneficiaries for their sustainability.
Hold community assembly meetings to elect local representation to coordinate program activities
Allow communities to prioritize and select quick impact projects to solidify support and galvanize local participation

Team Building
Mobilization of project targeted area
Training & skill Development

MEDA is currently working in many countries all around the world. Our goals are to use a business-oriented approach to international economic development that results in sustainable enterprises for the benefit of the poor and to help them improve their livelihoods. Our development values are wealth creation by adding value in managing human, financial and environmental resources; participation of those with whom we work - at all stages and levels of a project - regardless of gender, race, class, ethnicity, nationality or religion; collaboration with others engaged in development to avoid duplication and competition; sustainability, both programmatically and environmentally; and direct investment in businesses that serve the poor. MEDA has been working in Pakistan since 2004 in the field of womens economic development and currently implementing a number of projects all over the country

Training & Development Employee skill enhancement Organization Development, compensation and benefits, talent management, event management, recruitment, policies and procedures, HRIS,implementation 

The Bio-saline II Project has been under implementation for two years, and during this time there have been two changes in the National Project Director (NPD) post which have affected its implementation. Moreover, a host of issues have been raised surrounding the differences between the PC I and the Project Document (Prodoc). The Mid Term Review (MTR) Team has been mandated to highlight the issues and challenges affecting the effective and efficient implementation of outputs and their contribution to project outcomes and impacts, so as to be able to recommend corrective action.

Community Development Project for the Rehabilitation of Salt Affected and Waterlogged Lands - Bio Saline-II

Management, human resource development, emplyee, staff recruitment, record maintaining,