Mercer Position Evaluation and market median benchmarking of position
with general industry practice.
 Development of rational grading structure based on Position evaluation
results on scientific and scalable grounds.
 Strategic Recruitment includes manpower and FTE planning of five years and
recruit best resources timely by keeping in view organization strategy.
• Successfully executed the Sustainability Projectin Pakistan.
• Employer Branding by participating in University’s Career Fairs to hire
resources for MTO program.
• Create linkages with university’s Placement cells for recruitment.
• Responsible for executing the full lifecycle staffing process pan Pakistan
involving talent acquisition strategy and planning by keeping in mind 2025 and
growth targets.
• Fulfill staffing needs by achieving target metrics such as Time to Accept(TTA),
Shortlisting yield ratio, Interview yield ratio, offer acceptance yield ratio, on
boarding yield ratio, employment confirmation yield ratio, Time-to-Find
(TTF), Hiring Manager Satisfaction scores(HMSS).
• Mange SAP based Career portal (My Success) with support of international
recruitment team.
• Embark orientation to new joiners and introduce them about company
culture and organizational policies.
• Psychometric testing (MBTI personality test, Emotional Intelligence test,
Leadership Style and others) of every employee (new hire and existing
employees) and their development plan as per their personality and role.
• Talent Management according to 9 box grid model by using method of
(LASP) Learning Agility Sustained Performance calibration.
• Identified organizational talents and successfully implemented
Mentorship program to develop future leaders.
• Succession planning in terms of Active Successors & Passive Successors
and execution of development plan by keeping in view the long term
Strategic goals.
• Design & Execute OD interventions and people engagement activities to
Effectively increase the overall organizational results.
• Development need Analysis & assessment of Organizational culture
Through OCAI.
• Provide monthly reports to managementthrough different HR analytics.
• Competency mapping plan department wise and position wise in terms of
(Behavioral, technical, core and critical competencies).
• Psychometric testing (MBTI personality test, Emotional Intelligence test,
Leadership Style and others) of every employee (new hire and existing
Employees) and their development plan as per their personality and role. personality and role.

Reported to VP HR Asia Pacific (Hongkong)

Develop and Execute Talent Acquisition Strategy & manpower planning for FMC Pakistan.
Develop & execute HR Strategies aligned with organizational objectives and business plan by keeping in view current & future needs.
Develop organizational Balance Score Card and evaluation at the end of year.
Performance management strategically aligned with organizational model and business plan.
Strategic rewards management, Job evaluations and benchmarking through Mercer IPE as per industry\'s gold standards.
Manage Employee relations effectively and provide consultancy role to MD Pakistan & Afghanistan.
Managing nationwide HR Operations in assistance of with Asia Pacific Regional office Hon Kong.
Working closely with all departments and local management, increasingly in a consultancy role, assisting line managers to understand and implement company policies and procedures;
Provide trainings to all HODs on soft skills and on new management trends
Talent Management according to 9 box grid model by using method of (LASP) Learning Agility Sustained Performance calibration.
Identified organizational talents and successfully implemented mentorship program to develop future leaders.
Succession planning in terms of Active Successors & Passive Successors and execution of development plan by keeping in view the long term strategic goals.
Launch Leadership development programs for future leaders.
People interventions and people engagement activities to effectively increase the overall organizational results.
Provide monthly reports to management through different HR analytics.
Proposed and implemented effective organizational development proposal to Asia Pacific Regional Management to enhance the effectiveness in local environment.
Develop & implemented new Organizational design in regional perspective, Cultural interventions techniques for long term business growth.
Competency mapping plan department wise and position wise in terms of (Behavioral, technical, core and critical competencies).
Psychometric testing (MBTI personality test, Emotional Intelligence test, Leadership Style and others) of every employees (new hire and existing employees) and their development plan as per their personality and role.
Strategic Recruitment includes manpower and FTE planning of five years and recruit best resources timely by keeping in view organization strategy.
HCM and minimize turnover rate.
Trend analysis as per CAGR and YoY trends and run analysis based on current census and expected loses for FTE Planning.
Have working Experience on Workday HRIS and part of Asia Pacific regional project team for its execution.
Developed Analytics in Workday related to Recruitment, Performance Management, Training & Development and Compensation & Benefits.

Working on ORACLE ERP Data Base system.
Manage daily HR Operations and resolve related queries.
Talent Acquisition, Talent hunting and Searching.
Conduct Job Analysis to develop JD’s of all staff to restructure the Organizational Design.
Research related to Organizational Development and proper implementation through Organizational diagnosis with different interventions.
Performance Management and develop behavioral Competency mapping to get the best output from an individual..
Develop KPIs, KRAs and KPIs Log to monitor the performance on quarterly basis. Succession Planning in terms of active successors and passive successors.
Job Evaluation with top methodologies e.g. Hays & Mercer. T
raining and Development to cope upcoming future challenges.
Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met.
To work on standardization of HR policies, procedures, Manuals and service delivery. HR Audit on annual basis and prepare a report to diagnose the problem.
Develop and implement human resource strategies in partnership with business unit and organizational leadership to improve workforce performance and balance financial and human capital priorities.
Manage the facilitation and coordination of HR unit workforce strategies and operations.
Training and Development to cope upcoming future challenges.
Identifies training needs for business units and individual executive coaching needs. Participates in evaluation and monitoring of success of training programs. Follows-up to ensure training objectives are met.
Compensation and Benefits in Cost effective and creative manner. Participate as a member of the HR Lead Council to ensure standardization of HR policies, procedures and service delivery.
Develop and administer human resource polices, practices, procedures and programs.

Working on ORACLE Data Base system.
Successfully developed New JD form and develop new JD’s according to the positions.
Talent Acquisition, Talent hunting and Searching.
Conduct Performance Appraisal according to KPI’s (Key Performance Indicators) and successfully devise effective tools to achieve the desired results.
Performance management and assign targets to the production department.
Succession Planning and analysis of upcoming Active and Passive Successors.
Making incentive policies and manage pay role system and salaries.
Conduct interviews during recruitment and implement effective recruitment plan.
Conduct training sessions and give training to the Managerial level positions on Time Management. Motivation, Seven Habits of Highly
Effective People, Career Counseling, etc.
Compensation and benefits also devise new incentive plans keeping in view the company’s policies and cost effectiveness.
HR audit and strategic analysis of the organization to check the organizational health and devise new flexible strategies and policies for employees to obtain maximum output.
Make Final settlements of employees and conduct exit interviews.
During my Job successfully completed the task of ISO.
Daily administrative tasks e.g vehicle maintenance and monitor other expenses of the organization.
Operate daily Attendance machine and daily Log and generate attendance report and keep record of every employee according to their Over Time, in & out and Their Leaves Status.
Employee welfare regarding PESSI & EOBI.

To manage end to end recruitment cycle of Tech business for hiring demand.
To attract, screen and select potential & qualified candidates based on the required skill set defined.
CV shortlisting, schedule interviews, manage correspondence & liaison with candidates and respective interviewers.
To manage communication throughout the hiring process, from initial identification to offer acceptance.
Being on a constant lookout for seriously talented people by developing and maintaining a healthy candidate pipeline.
Develop and update job descriptions and job specifications in coordination with relevant line managers.
Ensure the fair treatment of employees and effective communication between employees and managers.
Listen to and address employee concerns to encourage a supportive atmosphere in the workplace.
Address conflicts and strive to resolve them in a positive manner that benefits all parties and facilitates healthy work relationships.
Manage onboarding / off-boarding of employees.
Develop different Workforce Analysis Reports such as turnover analysis, hiring analysis, attendance, and leaves.