I am self employed running my own small scale construction fir

As Senior Analyst HR, I would take over once a candidate has been offered the job by the recruitment department. My tasks included:
- Ensuring new hire visa documentation is complete and getting their visa processed for induction at Amsterdam Head Office.
- Managing new joiner relocation, arranging accommodation, booking flights and transport facility to and from the airport.
- Gather necessary employee data and forward to insurance vendors so that their insurance policy may be initiated.
- Ensure necessary pre joining requirements have been completed such as hardware requirments and new hire welcome packages.
- Onboarding employees on their first day on the job making sure they feel welcomed.
- Update personnel system (Unit 4) with all changes and personnel mobility.
- Instructing payroll of all changes that need to be processed.
- Responsible for leave registration in Unit 4.
- Prepare and administer documentation in support of HR operations, e.g. terminations, changes in reporting line, promotions etc.
- Invoice management, employee record management.
- Develop and monitor processes and standards to ensure effective implementation and application of VimpelCom’s policies.

- Performing full recruitment life cycle.
- Develop pools of candidates for openings in Pakistan and U.S office.
- Develop recruiting materials and strategies to ensure streamlined recruitment operations.
- Maintain applicant tracking system (Lever) and job board postings.
- New hire orientations, arranging hardware, issuing employee cards.
- Build credible relationships with placement departments of Universities and participate in job fairs.
- Any HR Operations tasks assigned by management.
- Assign tasks to junior team members and follow up completion.

As a Senior Executive Talent & HR, my tasks involved both recruitment and to some degree HR Operations and were as follows:
- Discussion with line managers on the staffing requirements and what kind of candidates they are looking to hire.
- Getting approvals from the necessary heads of departments for the staffing needs.
- Job posting on multiple mediums such as company website, job portals, LinkedIn and other social media platforms.
- Conducting initial telephonic interviews to short list only the most viable candidates and also administering English language skills test where required.
- Be present in all interviews as a representative of HR.
- Send offer letters to selected candidates and make salary negotiations where required.
- New hire onboarding and orientation on their first day on the job and getting them acquainted with their departmentsteams.
- Help resolve employee grievances issue and forward the case to the necessary authority where required.
- Conduct exit interviews and exit formalities
- Take part and represent the employer in recruitment drives.
- Assign tasks to junior team members and ensure they are completed in the defined timeline.
- Suggest improvements in processes where required or how a company policy may be altered to better serve the stakeholders involved.

Ovex Technologies is an IT Solution Provider headquartered in the U.S. As a Selection & Recruitment Coordinator my responsibility was to execute the entire recruitment life cycle which included but not limited to:
- Having discussions with line managers regarding the type of talent they require.
- Job posting on different mediums such as company website, LinkedIn, 3rd party job portals etc.
- Conduct initial telephonic interviews of candidates that have applied or headhunted for preliminary short listing.
- Coordinate with line managers on suitable time slots to schedule interviews.
- Conduct recruitment drives annually at different university campuses and represent the firm in external employer branding activities.
- Onboarding new hires and giving them a company tour and introduction to all the departments and workforce.

Career Pakistan is a Recruitment firm and as a Recruitment Executive my role was to:
- Post the job description received from the supervisor, on different mediums such as LinkedIn, Facebook job groups, Rozee job portal and my own socials.
- I would head hunt individuals that seem to fit the criteria based on their LinkedIn or Rozee job portal profiles in reference to the job description.
- Indulge in dialogue with headhunted candidates discussing the advertised role and to gauge if they would be interested in applying for the position.
- I would also conduct initial telephonic interviews of candidates that have applied through job portal, email, word of mouth and the ones I headhunted myself.
- Profiles of candidates that qualify in the telephonic screening are then forwarded to the supervisor for further scrutiny.
- Develop a database of prospective candidates and sorting them based on industry expertise.
- I would also conduct training of new hires within the company regarding how we work, what is expected of them, best work practices and what the performance targets are.