Ensuring that the company’s internal HR policies keep pace with the changing legislative landscape.
Implementing fast track graduate schemes.
Managing the company’s relationship with the trade unions.
Handling employee dismissals and redundancies.
Talking to employees about their individual performance.
Reviewing job profiles.
Planning the company’s future personnel needs.
Involved in the recruitment and selection of key staff.
Measuring the effectiveness of employee morale.
Giving commercially orientated advice on all HR matters.
Coaching line managers.
Investigating employee grievances.
Identifying talented individuals within the company and marking them out for any future promotions.
Managing employee benefits and pay.

Extensive background in HR generalist affairs, including experience in employee recruitment and retention, staff development, mediation, conflict resolution, benefits and compensation, HR records management, HR policies development. Demonstrated success in negotiating win-win compromises, developing teambuilding programs, and writing personnel manuals, corporate policies, job descriptions and management reports.

 Responsible for the HR function within Skyscrapers
 Member of the management team in Skyscrapers
 Manage recruitment and selection of all new Skyscrapers employees and contract staff. 
 Provide consultation to management on employee relations issues and manage all disciplinary issues within the company. Manage all redundancy situations including calculations, financial guidance and communications to affected employees.
 Management of Health and Safety for the entire site including risk assessments, audits and revisions of policy and procedures. Engage with consultants on an ad hoc basis.
Work closely with management and employees on all grievance issues within the company.
Work closely with senior management to identity, develop and implement training and development programs in line with the business objectives.
Provide senior management and others with various types of employee reports including attrition, absence, compensation, annual leave, overtime costs and headcount.
Management of the full recruitment process including sourcing strategy; interviewing; reference checking; making offers to candidates; driving and delivering induction training.
Responsible for the development and delivery of the employee induction program.
Design and implementation of a company-wide performance management system that is linked to the core vision and objectives of the business. Provision of on-going consultation to management on performance related issues.

 Played a key role in ensuring the successful launch of Islamabad office. Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.
Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Personal efforts were cited as the driving force behind branch’s employee-retention rate of 89% within an industry where high turnover is the norm.
Negotiated approximately 50 salary offers and dozens of sign-on bonuses/relocation packages annually at both the exempt and nonexempt level.
Brought workers’ compensation program into full compliance. Instituted preferred providers list and trained managers and associates on procedures to follow in case of injury.
Reduced benefits costs by 15% annually through meticulous recordkeeping and ensuring that company did not pay for benefits for which employees were ineligible.
Wrote employee manual covering issues including disciplinary procedures, code of conduct, FMLA policy and benefits information.

Reworked new-hire orientation program to include HR information and company resources.

Saved company thousands of euro every month by reducing reliance on employment agencies. Brought the majority of formerly outsourced recruiting functions in-house to reduce billable hours from 200+ to less than 15 per month.