• Third-Party Staff (ITR, RTR, AJK): - Identifying potential candidates foronboarding and hiring as Third-Party Staff, Coordinate with Vendors to conduct interviews of eligible persons against new approved/vacant positions within due time, Rotation of employees as per their actual potential at right posts by taking all stakeholders in the loop, Managing / Supervise monthly Payroll of allThird-Party employees of ITR, RTR & AJK.• Resignation & Removal Cases (PTCL & Third-Party Staff): - Completion of exit formalities against resigning/retiring/deceased employees, Process the final dues of leavers, Disciplinary proceedings/termination cases, Respond to grievances of employees, Processing of Family Pension, BF & GPF FinalPayment cases of employees.• Performance Management / Employees Integration / Retention (PTCL &Third-Party Staff): - To assess the employee\'s performance regularly to identify gaps for time address, manage awareness of company policy toemployees to achieve company goals, Motivate & counsel the employees of future development, try to retain the existing resources within budgetary limitsfor Third Party Staff. • Career Planning: - Manage structured road map for employees andhelp them to understand their roles, Process the promotion cycle for thedevelopment of employees as per policy, and Coordination for relevantsessions/training of employees.• Employees Welfare Cases: - Processing of Marriage Grants, benevolentgrants, and other welfare cases of employees, Annual loans cycle for regular& NCPG employees, Razakaar trust cases, processing of Uniform, R&R,Education, and Stipend grant cases of eligible employees.

• Recruitment & Selection: Shortlisting the right talent and improving theonboarding process and gauging its effectiveness)• Training & Development: Identifying learning gaps and development needsand acting as a bridge to communicate learning needs to appropriate units.• Talent Management: Competencies Framework & preparing Talent ReviewProfiles for Middle Management and managing Management Talent reviewmeetings in order to find out the employee\'s potential/performance and Keyareas for further placement/Elevations/job rotation.• Organizational Development! Retitling of Employees according to the JDs ofEmployees,Evaluation and Conclusion of Performance Appraisals on IntegratedPerformance Management Factor • Relationship Management & Employee Engagement: • Event Management on different occasions, Events, and managing CSRprojects.• Responsible for end-to-end onboarding, PMS, training, payroll processing &operations of outsourced employees.• Employee exit processes & final Settlement.• Employee Welfare Schemes & equipping them with tool kits:• Ensuring staffing standards are implemented across the ITR region &Reviewing from time to time.• HRBP Handbook (HR Matrices/Dash Board).• GAP Analysis.• Implementation of the policies

• Working closely with various departments, increasingly in a consultancy role,assisting line managers to understand and implement policies and procedures.• Dealing with the Insurance Company regarding employee grievances and new additions. • Recruiting staff - this includes developing job descriptions checking application forms, shortlisting, and Initial interviewing.• Administering payroll and maintaining employee records.• Dealing with grievances and implementing disciplinary procedures.• Maintaining employee database and follow up of Confirmation Records.• Preparation of additions in Payroll and providing salary slips to the employee’s.• Employee Exit, Clearance & full & final Settlement.• Coordination with all regional offices and all technical departments in HR-related issues.• Preparing and submitting all relevant HR letters/ documents/ certificates as per the requirement of employees in consultation with the management.• Drafting out Offer letter, Contract Letters, Warning Notices to employees, etc.• Continuous coordination with all employees through emails, phone and face to face meetings in resolving any matter of the employees within theorganization.• Handle day to day operational activities of HR department, all over theregions.• Facilitating and contributing in development of the Human Resourcesdepartment.

• Corporate Social Responsibilities • Payroll (Salaries Slips, T.A & D.A Adjustments, Overtime, etc.) • Settlement of General Provident Fund (GPF). • PTCL Champions (Initiative towards Non-Management Employee’s) • Wellness at Work (Monthly Best employee, birthday celebrations…) • Documentation of Regular / NTC / NCPG / Outsourced (Third Party) Staff • PMS (Performance-based yearly salary increase) • Yearly Promotion Cycle for Regular PTCL Employees • Employees Etisalat Global Survey • Employee Engagement • Social Welfare like Blood Donation Drive 2017 • Employees Separation Scheme (VSS) 2016 • Employees Profiling • HR at your Door Step (Coordination with internal customers for their HR issues) • Cases like Benevolent Fund / Pension • Employees Personal / Payroll Data • Employees Welfare (Marriage Grant, Education Grant, Payment of Liveries)

• Data Validation of Out Sourced Staff. • Documentation of Outsourced (Third Party) Staff. • Employees Welfare. • Employee’s Engagement. (Celebrations, Rewards, etc.) • Event Management on different occasions like Independence Day, Defence day Pakistan day, women\'s day, awards ceremonies, and other as per HR summit. • Volunteer Separation Scheme 2016. • Coordination among the business units. • Leave Management System. • Prepare Strategic HR reports that help in hiring & retention of 03rd party staff.