Overall managing & handling Organizational Development of HR for Head Office, 18+ Companies in various cities such as Islamabad, Lahore, and Karachi etc.  
Gap Analysis:
 Identify the gaps in the existing policies of the affiliated companies
 Conduct an extensive research in scope of organizational development
 Implement strong research for affiliated companies by keeping a balance between internal and external equity regarding processes and functions
 Check workload calculations based on employee profiles, Jd’s & Misc. attributes and suggest addition / delegation of duties as per the subject
 Help companies to identify their core functions and outsourcing opportunities enabling them to focus on their core functional strategies to be cost-effective
 Process Systematic evaluation, Verification of current policies & procedures (P & P) and Internal business processes
 Lends the objective view to the top management whether all the practiced areas are efficiently adequately functioning in accordance with the legal & social compliance
 Review of the HR systems & internal business to recommend the interventions in order to meet the challenges of Human Capital Management & Quality Assurance
 Evaluate the extent to which line managers of affiliated companies have implemented in their policies and procedures initiated by AWT Group
 Locate the gaps, lapses, shortcomings in the implementation of HR policies, procedures, practices, and thus recommend desired internal business processes
 Evaluate the HR staff for their capacity, competency & leadership potentials and the internal business processes for their efficiency & smartness
 Evaluation of the affectivity of the organization structure, job titles, incumbents of job titles & internal business processes to support the organization business
 Reviewing the deployment of the HR & Quality functions in accordance with their natural alignment as per the internationally practiced HR & Quality standards
 Identifying the gap through a generic checklist of best HR & Quality practices
 Subjecting the key / core position holders to interviews and focus group discussions. Collating, evaluating and analyzing general financial / business and specific HR & QA functions data collected through observation method to develop three level interventions, immediate, midterm & long term to attain a desired level of HR & QA services delivery in a cost effective, efficient manner in accordance with the specified quality parameters
 Initiate Customized Case studies to evaluate the capacities &competencies of critical job titles, Diaries & Logs, One on one Interview Sessions, Focused Group Discussions (FGDs), Observation Method, Examination of Documents and Internal & External Business Processes
Training & Organizational Development:
 Develop plans in terms of OD to enhance employee’s skills and abilities
 Departmental revamping in terms of company restructuring and modification/addition of Jd’s and role.
 Implement strong research for Organization development by keeping a balance between internal and external equity regarding processes and functions
Development of Organization policies, HR policies, and SOP’s with respect to labor laws and company structure.
 Increase the sense of employee relations by trainings and advice to deal with grievances and educate them continuously on discipline, avoidance of harassment and cultural attributes  
 Development of reporting and complete portfolio of employees in managing employees reporting from organizational perspective.
 Develop tools for performance management in terms of KPI’s, KRA,s, yearly appraisal and performance managing metrics.
 Develop and execute employees soft & hard skills training programs
 Develop system to engage talent acquisition and hiring tools.
 Coordinate & execute training courses (Technical / Non-Technical)
Enhance the employee engagement in context of Organizational development by increasing participation of employee in various activities and brainstorming sessions
 Develop Misc. plans and sessions for organizational effectiveness and development
Change Management and Succession Planning:
 Manage the change in the organization by redefining the roles and revamping the organization departments
 Encourage employee to embrace the change and help them to develop their skills
 Manage succession planning and place right person for the right job
 Implement the succession planning exercise and evaluate the employee performance and impose rotation/downsizing and hiring accordingly
HR/Admin Policies, Organizational Chart & On the Job Training:
 Developing HR and company policies tailored to ministry of Labor
 Training and orientation of employees, Job evaluations on criterion based reliability
 Monitoring HR Database, Programs and Incentives Program, Conducting and carrying out need analysis
Record Keeping & Organizational Chart - Organogram:
 Responsible for the record keeping of all OD - HR data related to all staff regarding head office and affiliated companies
 Ensure record updating of company P & P files ( All documents per hiring policy to be kept updated)
 Updating Organogram and develop organizational chart as and when required 

Overall managing & handling HR Operations, Training, Organizational Development, EOBI, Social Security, Labour Court/Legal Cases & Technical Recruitment activities for Roots International Schools, Metropolitan International United College, Roots College International, Explore Ville Schools, Metropolitan School & Colleges & Richmond Global Traders (Head Office and campuses nationwide in Pakistan)
Technical Recruitment
 Recruitment for IT (Software developers, Customer Services, MIS Analyst, IT Experts, ERP Specialist, Etc.)
 Recruitment for Management Positions (Department of Finance, Marketing, Administration, Real Estate, Admissions, Academics, GM, Director, Etc.)
 Recruitment for Other Misc. positions
Staff Personal files, Entry/Exit Procedure & Recruitment:
 Ensure full Compliance with the Hiring Policy & the joining documents - Offer letter, Appointment Letters & contracts
 Ensure the exit process is completed mentioning last salary and Gratuity/Provident Fund (where applicable)
 Preparation of experience certificate, warning, termination letters, end of services letter, appreciation letter, recommendation letter, and other miscellaneous letters
HR/Admin Policies & On the Job Training:
 Developing HR and company policies tailored to ministry of Labor
 Training and orientation of employees, Job evaluations on criterion-based reliability
 Monitoring HR Database, Programs and Incentives Program, Conducting and carrying out need analysis
Training & Organizational Development:
 Develop and execute employees soft & hard skills training programs
 Coordinate & holding training courses (Technical / Non-Technical)
 Develop plans for organizational effectiveness and development
Record Keeping & Organizational Chart - Organogram:
 Responsible for the record keeping of all HR data related to all staff regarding head office and campuses nationwide
 Ensure record updating of staff files (All employees documents per hiring policy to be kept updated)
 Updating Organogram and develop organizational chart as and when required
Payroll Management:
Ensuring preparation of monthly payroll including replacements/existing staff/domestic salaries/deductions and new staff additions using SAP Software
EOBI (Employee Old Age Benefit Income):
 Registration of new staff with EOBI & managing the portal regarding staff entry/exit
 Registration of campuses
 Process cases for EOBI
 Meeting with the EOBI Officials
 Resolve issues relating to EOBI 
Social Security:
 Registration of new staff with Social Security & managing the portal regarding staff entry/exit
 Registration of campuses
 Process cases for Social Security
 Meeting with the Social Security Officials
 Resolve issues relating to Social Security
Legal Cases & Labour Court:
 Registration of new staff with Labour court & managing accordingly
 Registration of campuses
 Process cases for Labour Court
 Meeting with the Labour Court Officials
 Resolve issues relating to employees/company and Labour court 
 Dealing with the prime minister portal complains (PMDU)
 Ensure timely reply to any case
 Dealing with any government level case (Labour Court) or from any miscellaneous entity
 cases regarding Private Educational Institutions Regulatory Authority (PIERA)
 Any miscellaneous legal cases from employee on the company and vice versa
 Ensure proper documentations of legal cases
Medical Insurance:
 Developing the policy and its implementation (Health and Group Life) 
 

Overall managing & handling HR Operations, Technical Recruitment, Labour court /Misc. Government entity cases & Administration/Procurement for Head Office and regional Offices in Bahrain, KSA & Pakistan
Human Resources
Technical Recruitment
 Recruitment for IT (Software developers, Customer Services, MIS Analyst, IT Experts, ERP Specialist, Tally ERP Specialists, Etc.)
 Recruitment for Management Positions (Department of Finance, Marketing, Engineering, Etc.)
 Recruitment for Other Misc. positions
Staff Personal files, Entry/Exit Procedure & Recruitment:
 Ensure full Compliance with the Hiring Policy & the joining documents - Offer letter, Appointment Letters & contracts
 Ensure the exit process is completed mentioning last salary and Gratuity/Provident Fund (where applicable)
 Preparation of experience certificate, warning, termination letters, end of services letter, appreciation letter, recommendation letter, and other miscellaneous letters
Training & Organizational Development:
 Develop and execute employees soft & hard skills training programs
 Coordinate & holding training courses (Technical / Non-Technical)
 Develop plans for organizational effectiveness and development
Record Keeping & Organizational Chart - Organogram:
 Responsible for the record keeping of all HR data related to all staff regarding head office and regional offices
 Ensure record updating of staff files ( All employees documents per hiring policy to be kept updated)
 Updating Organogram and develop organizational chart as and when required
HR/Admin Policies & On the Job Training:
 Developing HR and company policies tailored to ministry of Labor
 Training and orientation of employees, Job evaluations on criterion based reliability
 Monitoring HR Database, Programs and Incentives Program, Conducting and carrying out need analysis
Staff Visa, Entry, Exit Procedure & Recruitment:
 Ensure full Compliance with the Visa, Hiring Policy & the joining documents - Offer letter & contracts
 Ensure the exit process is completed mentioning last salary and Indemnity (where applicable)
 Ensure the preparation of experience certificate, warning or termination letters
Payroll Management:
Ensuring preparation of monthly payroll including existing staff salaries/deductions and new staff additions
Medical Insurance:
 Supervise and ensure the process of all medical insurance claim (Health and Group Life)
Legal Cases & Labour Court:
 Process cases for Labour Court
 Meeting with the Labour Court Officials
 Resolve issues relating to employees/company and labour court 
 Ensure timely reply to any case
 Dealing with any government level case (Labour Court) or from any miscellaneous entity
 Any miscellaneous legal cases from employee on the company and vice versa
 Ensure proper documentations of legal cases
Administration:
Premises and accommodation:
 Manage all aspects of lease agreements with landlords covering all rented premises and staff accommodation
 Strict implementation of office SOP’s and Implement safety & health measures within office premises
Staff & Pool Vehicles:
 Management & maintenance of all pool vehicles, their fuel management including measure to prevent theft
 Maintaining vehicle log books and insurance as applicable
Office Supplies:
 Managing timely supplies and provision of stationery to all regional offices staff as per plan.
 Managing timely supplies of kitchen item and manage cleaning supplies for regular cleanliness at office premises.
Utilities:
Timely payments of all official cellular service partners, internet & landlines, office maintenance and fueling

Overall managing & handling HR Operations, Training, Organizational Development, EOBI, Social Security, Labour Court/Legal Cases & Technical Recruitment activities for Head Office, 3 regional Offices and 1 marshaling area office (ISB, LHR & KHI)
Human Resources:
Training & Organizational Development:
 Develop and execute employees soft & hard skills training programs
 Coordinate & holding training courses( technical / Non-Technical
 Supervise and ensure the process of all claims
HR/Admin Policies, Organizational Chart & On the Job Training:
 Developing HR and company policies tailored to ministry of Labor
 Training and orientation of employees, Job evaluations on criterion based reliability
 Monitoring HR Database, Programs and Incentives Program, Conducting and carrying out need analysis
Staff Entry, Exit Procedure & Recruitment:
 Ensure full Compliance with the Hiring Policy & the joining documents - Offer letter & contracts
 Ensure the exit process is completed mentioning last salary and gratuity (where applicable)
 Ensure the preparation of experience certificate, warning or termination letters
Record Keeping & Organizational Chart - Organogram:
 Responsible for the record keeping of all HR data related to all staff regarding head office and regional offices
 Ensure record updating of staff files ( All employees documents per hiring policy to be kept updated)
 Updating Organogram and develop organizational chart as and when required
Payroll Management:
Ensuring preparation of monthly payroll including existing staff salaries/deductions and new staff additions
Medical Insurance:
 Supervise and ensure the process of all medical insurance claim (Health and Group Life)
EOBI (Employee Old Age Benefit Income):
 Registration of new staff with EOBI & managing the portal regarding staff entry/exit
 Registration of campuses
 Process cases for EOBI
 Meeting with the EOBI Officials
 Resolve issues relating to EOBI 
Social Security:
 Registration of new staff with Social Security & managing the portal regarding staff entry/exit
 Registration of campuses
 Process cases for Social Security
 Meeting with the Social Security Officials
 Resolve issues relating to Social Security
Legal Cases & Labour Court:
 Registration of new staff with Labour court & managing accordingly
 Registration of campuses
 Process cases for Labour Court
 Meeting with the Labour Court Officials
 Resolve issues relating to employees/company and labour court 
 Ensure timely reply to any case
 Dealing with any government level case (Labour Court) or from any miscellaneous entity
 Any miscellaneous legal cases from employee on the company and vice versa
 Ensure proper documentations of legal cases
Administration:
Premises:
 Manage all aspects of lease agreements with landlords covering all rented premises
 Strict implementation of office SOP’s and Implement safety & health measures within office premises
Office & Telecom Equipment:
Ensure smooth functioning and regular maintenance: PABX & all telecom equipment\'s (IT)
Staff & Pool Vehicles:
 Management & maintenance of all pool vehicles, their fuel management including measure to prevent theft
 Maintaining vehicle log books as applicable
Office Supplies:
 Managing timely supplies and provision of stationery to all regional offices staff as per plan.
 Managing timely supplies of kitchen item and manage cleaning supplies for regular cleanliness at office premises.
Utilities:
Timely payments of all official cellular service partners, internet & landlines, office maintenance and fueling
 Monitoring HR Database, Programs and Incentives Program, Conducting and carrying out need analysis