Compute data analytics and reporting on budgets & spending, human capital-related information; attrition, and headcount report, and cut down paperwork by 75%.


Set up new appraisal formats per standards & goals increasing employee engagement by >50%.


Enhance managers’ effectiveness in people management, talent development, and restructuring of services by developing KPIs and OKRs of all departments.


Drive the performance management cycle, from goal setting to terms and conditions of employment, absence management, and personnel planning for 200+ employees.


Launch and deliver robust programs and solutions in employee engagement, cohesion, resource optimization, strong organizational culture, managing redundancies, and qualitative and quantitative research and analysis.


Formulate HR initiatives, strategies, framework, and guidelines, talent attraction, development, retention, complementing business strategy, and growth plans.


Produce and analyze HR, Headcount, Staff Requisition, employee retention, and turnover reports, funnel metrics, HR metrics, and recruitment dashboards for 200+employees.

Led a cross-functional team to fill (8) leadership positions within (6) months, conducting interviews, and identifying the key competencies of each position.


Sourced and screened active, passive, and aspiring top talent using recruiting tools, ATS, data management/reporting, and Boolean search techniques.


Collaborated relationships with recruitment & assessment agencies, professional groups, networks, alumni; social media, and external recruiters, to support 50+ full-time hires.


Executed end-to-end hiring process (forecasting hiring requirements, marketing vacancies, initial interview and placement of engineering-focused IT roles, contract to hire and direct hire positions, selection process, salary negotiation) for complex searches reducing costs by 50%.


Designed innovative editorial content for various internal channels, written communications, an internal newsletter to video content, brand-driven campaigns, and transformed Employer Branding initiatives. 


Professionally revamped sensitive employee relations issues such as grievances, and conflict resolution, counseled employees, and secured clearances of 50+ recruits.


Upgraded questions and interviewed candidates combining Psychometric Assessments - Group structured Interviews, Competency-Based, Critical Events Interviews, technical assessments, and behavioral questions.

Design job descriptions job analyses, classifications and interview questions that reflect each position’s requirements.
 Compose Congratulatory Letters such as offer letters, appointment letters, salary slips and warning letters.
 Conduct preliminary interviews with recruits to gauge interest, personality and salary requirement.
 Acquires background checks and employee eligibility verifications. Maintain employee files and records in electronic and paper form.
 Meet with departmental heads to have a full-scale understanding of hiring needs and available positions within the company.
 Performs routine tasks required to administer and execute human resource programs including but not limited to compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; and training and development.
 Structure compensation in ways that will yield the highest value for the organization.
 Monitor the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.
 Conducted weekly new hire orientations for full-time employees every week.
 Reinforce the company policies, rules, and procedures to ensure employees’ safety.
 Organize quarterly and bi-annual employee performance reviews.

Mainly responsible to perform performance analysis, prepare reports and evaluate current performance trends.
 Responsible to advise the management team on potential performance risks and strategic decisions in alignment with business objectives and legislation.
 Devise and implement policies and strategies for the development of departmental performance matters.
 Coordinate and facilitate the communication to all staff of performance issues including the preparation of reports for managers and committees and giving presentations.
 Design, implement and manage organization-wide performance training/capacity building for all levels of employees and management to drive for positive and measurable impact on the culture and performance of the Company.
 Coordinate with the Human Resources Business Partners for the implementation by the Human Resources Management department and managers of consequences related to performance evaluation results.

Mainly responsible for conducting audits, formulating KPI’s, growth & equity adjustments and design and implementation of policies in coordination with Senior management.
 Designed and implemented performance processes leading to increased sales by 75%.
 Re-engineered reporting process by developing, updating and automating performance system resulting in healthy completion among employees.
 Formulated effective KPI for various department leading to effective time management.
 Helped business develop tests for measuring applicant attitude and comprehension.
 Performed Bonus audit on monthly basis after allocation of budget for every department resulting in the proper allocation of funds.
 Made changes in benefit offered to employees reducing employee turnover by 25%.
 Conducted equity adjustment for employees into one corporate flexible benefit plan with 20% in annual savings.
 Maximized the performance of existing employees by providing regular performance feedback through regular team meetings.
 Participated in training and management meetings to ensure corporate standards are met by all employees.
 Constantly acquired monthly recognition and awards for teamwork, innovation, task orientation, timeliness, accuracy and willingness to take on additional responsibilities.

Prepared SOP’s for compliance with investment objectives of constitutive documents, NBFC rules or SECP directives and reported breach if any.
 Reported breach of compliances from SECP regulation leading to a decrease in loss to mutual funds by 30%.
 Reviewed budget and forecast variances of various fund assets on monthly basis and report to SECP in case of significant non-compliance.
 Worked for bank reconciliation and account maintenance of assigned funds tracing fraudulent transactions made, reducing fraudulent transactions by 35%.
 Corresponded effectively with Asset management companies, investment advisors, brokers and banks for daily operational activities.
Contributed to the strategic direction and decision making of the organization through attendance at regular planning and review meetings.
 Developed, maintained and revised departmental procedures to prevent a breach of compliances.
 Researched important development in the fund\'s industry, markets and the broader economy.
 Performed investment, industry and company-specific research analysis to determine the viability of new equity purchases within client’s account.
 Managed trade settlement function that involves receiving, affirming and settling instruction through CDS.
 Verified payments against expenses such as Trustee Fee, Management Fee,
Custodian charges, Auditor’s Fee and Sales Load etc.