Develop and implement HR strategies and initiatives aligned with the overall business strategy
Bridge management and employee relations by addressing demands, grievances or other issues
Manage the recruitment and selection process
Support current and future business needs through the development, engagement, motivation and preservation of human capital
Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
Nurture a positive working environment
Manage talent and performance appraisal system that drives high performance
Maintain pay plan and benefits program
Assess training needs to apply and monitor training programs
Report to management and provide decision support through HR metrics
Ensure legal compliance throughout human resource management
Verifying and maintaining documentation relating to HR policies and labor law
Helping build and maintain a strong organizational culture, with culture-related initiative interventions on employee wellness, diversity and inclusion
Manage the engagement activities (Game Changers, ESG), with follow-up on the Pulse Action Plan
Working together with management and employees to solve conflicts and help facilitate positive employee relations, maintaining a good working environment and building morale
Managing and running the internship programs, Knowledge Sharing Sessions and Generation Ipsos program

·         Develop, Review, and or update human resources and administrative policies and procedures and ensure they are effective, efficient, fair, and transparent and promote equal opportunities. Ensure policies are compliant with the legal instruments.
·         Manage HR functions (recruitment, selection, orientation, exit interview & clearance) as and when required.
·         Ensure a complete orientation package is in place and that all staff are oriented on time.
·         Prepare job descriptions, terms of reference, and submission of personnel requisitions in coordination with top management and line managers.
·         Ensure pertinent organograms, contact lists, and information flow lines are constantly updated and widely shared.
·         Assess training and development needs of staff and provide appropriate induction and orientation, training.
·         Monitor and uphold staff conduct and discipline and organize regular performance evaluations of all staff. Ensure that exit interviews/ debriefs are prepared at the end of service.
·         Assess staffing needs as required. Identify and recruit new and replacement staff including scheduling contract extensions, new contracts, and necessary terminations.
·         Ensure documents required in personnel files are complete and also manage other files related to HR activities.
·         Conduct correspondence regarding staff and administrative issues.
·         Payroll Processing with updating of increments/Bonus/Deductions
·         Supervising Monthly Medical Claims as per their IPD Limits

• Reporting to the People & Culture Coordinator and part of the Training & Recruitment Committee. Responsible for Recruitment, Payroll Processing, Training & development, Final Settlement, EOBI , Medical Claims & Gratuity Management, managing reporting & documentation by donors from time to time.

Managing:
• 18 NBFC Branches /160 employees
HRIS(Human Recourse Information System):
• Conversion of manual HR system to MIS based
• Online update of Attendance/Leave/Appraisal
• System based compilation of Salaries & dispersal
• Pay roll System
• Compliance handling
• Staff Loaning
EOBI & Provident Fund:
• System based management of EOBI as per Labor Law
• Provident fund handling
Recruitment:
• Initiate and lead recruitment efforts; lead staffing (Keeping allocated budget in consideration) to including on-boarding, internship programs, exit interviews, and serves as an HR orientation backup.
• Lead the interviewing process including scheduling interviews, arranging interview panels, verifying employment application information, preparing interview materials, and conducting applicant testing; look over initial screening, reference check of selected candidate.
• Researches and compiles new recruitment sources on a continuous basis to insure maximum outreach; prepares and sends out job postings to online outlets.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
Employee Relations
• Review, revise and develop policies as required and ensure implementation/compliance of all policies.
• Maintain cooperative climate of relationship within the organization.
• Receive recruitment advice from the concerned Departmental Managers/Heads.
• Conduct Annual appraisals of MFP and PMIFL employees and calculate annual increments.
• Perform grievance handling, counseling, investigations, hr dialogues and other related activities in support with concerned unit heads.
• Provide current and prospective employees with information about policies, job responsibilities, working conditions, salary and opportunities for promotion and employee benefits.
Compensation Management
• Analyzes the effectiveness and efficiency of HR systems and provide recommendations for changes and upgrades, as needed.

• Networking with Universities, NGOs & Institutions for virtual exchange Programs & Courses
• Conducting online Seminars
• Representing Soliya on Pakistan level.
• Conducting Online Training Semesters
• Basic Facilitation
• Advance Facilitation
• Conflict Resolution
• Debate & Dialogue
• Engaging Diverse Community of the World (Eastern & Western) on a single Platform for Sharing Differences
• Reporting of Each Session
• Tech Training