Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Hired and on-board 300 staff in a month to fulfil the transition of operations from Islamabad office to Lahore office.- Successfully plan and fulfil all operational requirements including but not limited to the sitting arrangements, training arrangements, documentation, attendance, company assets for each new hire to perform their job effectively coordinating with all support departments.- Analyze trends in compensation and benefits researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.- Managing Third parties (HRBPs) and aligning them with company needs and operations.- Designing and implementing the companys HR policies.- Setting objectives and goals for the team and also tracking progress.- Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Monitoring the companys HR systems as well as databases.- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.- Addressing employees queries (e.g., on compensation and labor regulations).- Guiding staff and management of the companys HR policies and regulations.- Oversees employee disciplinary meetings, terminations, and investigations.

Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Hired and on-board 300 staff in a month to fulfil the transition of operations from Islamabad office to Lahore office.- Successfully plan and fulfil all operational requirements including but not limited to the sitting arrangements, training arrangements, documentation, attendance, company assets for each new hire to perform their job effectively coordinating with all support departments.- Analyze trends in compensation and benefits researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.- Managing Third parties (HRBPs) and aligning them with company needs and operations.- Designing and implementing the companys HR policies.- Setting objectives and goals for the team and also tracking progress.- Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.- Monitoring the companys HR systems as well as databases.- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.- Addressing employees queries (e.g., on compensation and labor regulations).- Guiding staff and management of the companys HR policies and regulations.- Oversees employee disciplinary meetings, terminations, and investigations.

o Responsible to handle the grievance, Disturbance allowances, warnings and disciplinary
matters of employees by keeping in view the employee relation policy and procedure of
the organization.
o Prepare & circulate office memos and prepare letters i.e. Bank Account opening, Service
Certificate etc.
o Provide information/data to CSR officer for preparation of quarterly e-letter.
o Responsible to handle all transfers within and between QG organizations
o Process employee separation activities by receiving resignation, issuing experience letter
and ERP entry
o Responsible to conduct employee exit interviews to understand the reasons of employee
resignations
o Prepare monthly reports of exit interviews and discuss with Team Lead HR & OD for
improvements
o Also responsible for resigned employees clearance, and make sure that process of
clearance must be done within assigned time.

Prepared Job Ad's to be posted on Electronic & Print media.
• Ensure all vacancies are filled with appropriate candidates within the targeted time.
• Coordinated with line managers to know the gaps and vacant positions.
• Examined Resumes and schedule interviews with Directors & Managers.
• Developed talent pool through creative sourcing techniques including Referral generation, Networking, HR Forums and Head Hunting.
• Interacted with candidates to understand their capabilities, strengths, limitations and building an understanding with them.
• Assist in salary fixation, finalization of offers through negotiations & final approval from management.
• Responsible for Managing and completing employee personnel files and carrying out follow-ups of missing documents.
• Responsible for new employees joining Process.
• Initiate employee clearance and make sure timely payment, conducted exit interviews, draw report on it.
• Strong liaison with Career placement office of Universities nationwide (for engineers) for recruitment drives in order to fill the vacancies where required.
• Assisted in the development and implementation of personnel policies and procedures.
• Ensured all types of official correspondence in a profitable manner.
• Prepared Turnover Analysis.
• Manage monthly and quarterly reporting requirement for the department in terms of recruitment.
• Conducting job analysis.
• Responsible for HR operations and carried out multiple tasks as directed by the HR Manager.

Partners with the leadership team to understand and execute the organization’s human resource
and talent strategy particularly as it relates to current and future talent needs, recruiting,
retention, and succession planning.
- Hired and on-board 300 staff in a month to fulfil the transition of operations from Islamabad office
to Lahore office.
- Successfully plan and fulfil all operational requirements including but not limited to the sitting
arrangements, training arrangements, documentation, attendance, company assets for each new
hire to perform their job effectively coordinating with all support departments.
- Analyze trends in compensation and benefits; researches and proposes competitive base and
incentive pay programs to ensure the organization attracts and retains top talent.
- Managing Third parties (HRBPs) and aligning them with company needs and operations.
- Designing and implementing the company’s HR policies.
- Setting objectives and goals for the team and also tracking progress.
- Partners with the leadership team to understand and execute the organization’s human resource
and talent strategy particularly as it relates to current and future talent needs, recruiting,
retention, and succession planning.
- Monitoring the company’s HR systems as well as databases.
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human
resources, talent management, and employment law.
- Addressing employees’ queries (e.g., on compensation and labor regulations).
- Guiding staff and management of the company’s HR policies and regulations.
- Oversees employee disciplinary meetings, terminations, and investigations.

Developed HR department from scratch by writing policies, procedures, JDs, Job grades,
benefit plans, Organizational Structures/ Organization Charts and process flows.
- Manage and define roles among HR team of 4 persons (HR & Admin Executives) head office
based and 6 HR and Admin coordinators placed at each branch of the company to implement
policies in an effective way.
- Enhanced hiring tactics and increased head count of employees from 120 employees to 350
employees with 5 new branches.
- Planning, budgeting and roles defining of each branch in terms of manpower to reduce
overhead costs.
- Manage recreational activities to enhance employee engagement with the organization.
- Enhances the organization’s human resources practices by planning, implementing, and
evaluating employee relations and human resources policies, procedures, programs, and
practices.
- Maintains the work structure by updating job requirements and job descriptions for all
positions.
- Analyzing business structures, procedures, processes, and the utilization of resources.
- Interviewing personnel and facilitating targeted skills development initiatives.
…
- Leading business optimization initiatives by conducting individual or group training sessions.
- Contributing to the restructuring of departments to increase efficiency and align activities with
business objectives.
- Optimizing personnel utilization by increasing cross-functionality and interdepartmental
cooperation.
- Advising executives and senior managers and recommending efficient and cost-effective
solutions for identified challenges.
- Optimize current organizational policies, procedures, process flows and protocols by
identifying gaps and suggesting solutions to enhance organizational efficiency.
- Handle the grievances, Disturbance allowances, warnings and disciplinary
matters of employees by keeping in view the employee relation policy and procedure of
the organization.
- Payroll, Leaves record, ERP/HRIS.
- Recruitment and retention initiatives.

Planning,PoliciesandProcedures
-Recommendingnewpolicies,approaches,andprocedures
-Develop,implementandmonitorHRPolicies,systems,tacticsand
proceduresacrosstheorganization
andinitiativesalignedwiththeoverallbusinessstrategy.
OrganizationalStructureandJobAnalysis
-Assistingtopmanagementindesigningthestructureofdifferentdepartments
andoverallorganization.
-Analyzingjobsintermsofpurpose,tasks/responsibilities,requiredfunctional
competencies,qualificationsetc.
TalentPlanning,Acquisition,Onboarding&Separation
-ResponsiblefordevelopingthemanpowerplanandHRbudgetannuallyin
accordancewiththeorganizationsworkforcestrategy.
-Managingtheentiretalentacquisitionprocess,orientationandon-boarding
fornewhires.
-Conductingemployeereferralcheckafterselectionofcandidates
-Managingtheseparationprocessfromresignation/dismissaltofinal
settlement.
Otherresponsibilitiesinclude
-Supervisionofmonthlypayroll.
-SupervisionoftimelyupdateofEmployeeinformationonHRinformation
system.
-ImplementationofDashboardforeffectivereportingonrelevantHRmetrics.
-EndtoendimplementationofPerformanceappraisalsfromdatacollectiontill
reporting.
-InitiationofTNAinPMSandfacilitationofdepartmentalinitiativestofulfill
learningneeds.
-Prepareemployeehandbook,quarterlyE-Letter.

- Developed complete HR policy manual.
- Developed organogram/ Organization charts.
- Effectively run job analysis by conducting direct interviews with departmental heads to
workflow structures, job descriptions, tasks & responsibilities.
- Used Hays method to evaluate jobs and their grades.
- Conduct market analysis to design compensation and reward plans.
- Connect compensation and reward plans with the job grades.
- Fulfil the hiring requirement based on the organization chart.

GENERALIST ROLES
- Responsible to handle the grievance, Disturbance allowances, warnings and disciplinary
matters of employees by keeping in view the employee relation policy and procedure of
the organization.
- Prepare & circulate office memos and prepare letters i.e. Bank Account opening, Service
Certificate etc.
- Provide information/data to CSR officer for preparation of quarterly e-letter.
- Responsible to handle all transfers within and between QG organizations
- Process employee separation activities by receiving resignation, issuing experience letter
and ERP entry
- Responsible to conduct employee exit interviews to understand the reasons of employee
resignations
- Prepare monthly reports of exit interviews and discuss with Team Lead HR & OD for
improvements
- Also responsible for resigned employee’s clearance, and make sure that process of
clearance must be done within assigned time.
- Responsible for Quarterly Performance Evaluation (KPI’s based).
- Responsible for writing, revising, and updating JDs of employees.
- Responsible for updating organizational structure.
- Responsible for Job Evaluation using Mercer method.
RECRUITMENT & SELECTION
- Prepared Job Adds to be posted on Electronic & Print media.
- Ensure all vacancies are filled with appropriate candidates within the targeted time.
- Coordinated with line managers to know the gaps and vacant positions.
- Examined Resumes and schedule interviews with Directors & Managers.
- Developed talent pool through creative sourcing techniques including Referral generation,
Networking, HR Forums and Head Hunting.
…
- Interacted with candidates to understand their capabilities, strengths, limitations and building
an understanding with them.
- Assist in salary fixation, finalization of offers through negotiations & final approval from
management.
- Responsible for Managing and completing employee personnel files and carrying out follow-
ups of missing documents.
- Responsible for new employees joining Process.
- Initiate employee clearance and make sure timely payment, conducted exit interviews, draw
report on it.
- Strong liaison with Career placement office of Universities nationwide (for engineers) for
recruitment drives in order to fill the vacancies where required.
- Assisted in the development and implementation of personnel policies and procedures.
- Ensured all types of official correspondence in a profitable manner.
- Prepared Turnover Analysis.
- Manage monthly and quarterly reporting requirement for the department in terms of
recruitment.
- Conducting job analysis.
- Responsible for HR operations and carried out multiple tasks as directed by the HR Manager.

Duties and Responsibilities:
Recruitment Process
Employee Record Management
Asset Record Management
Monthly attendance record / Payroll Process
Leaves Record
Deduction Record
Monthly Invoice Record for company maintaind Sims and on daily basis coordination with Zong Representative for employe's facilitation

Duties and Responsibilities:
Inventory Management
Team Management
Coordition with Vendors for services
Building Coalitions with existing and new clients
Follow up events

6 Months working experience at Mobilink(Gsm)