Human Resources Lead is the Head of Human Resources at Trust for Democratic Education and Accountability and a strategic HR partner. The current role is a strategic function, which provides HR advice to all technical and non-technical managers on full spectrum of strategic and operational HR functions.
Key Responsibilities
-      Contribute to HR policy development in compliance with legislature and client/donor requirements.
-      Provide guidance to technical and non-technical managers regarding organization’s procedures and rules.
-      Collaborate with country management team to support institutional gender and diversity initiatives, providing education and advice on issues related to equity, compliance, inclusion, and diversity.
-      Implement Talent Acquisition activities staff recruitment and selection process for short term and long term staff in compliance with established HR policies. Provide innovative recruitment solutions and implement approaches that full fill the recruitment needs as per the HR plan. Negotiate salaries, job offers and contracts.
-      Ensure timely processing of probation and annual performance appraisals or as and when needed;
-      Conduct training need assessments and identify opportunities;
-      Review existing HR tool, systems and procedures and continuously improve them as per organizational needs.
-      Prepare annual HR budgets, monitor and review them accordingly. Prepare monthly records for Payroll processing.
-      Facilitate staff in matters related to health and life insurance in terms of receiving and processing cases as well as coordinate with the insurance companies;
-      Provide advice and recommendations on disciplinary actions, and assist Internal Disciplinary Committees in documentation and associated processes;
-      In addition to this, any other task assigned by supervisor or CEO.
Key Achievements
-      Led the development of various HR policies and procedure, including Anti-fraud, Whistle-blower, Performance Management and revision of recruitment policy.
-      Led the development of an online HR Employee portal with the support of IT team.
-      Led the implementation of HR component of ERP solution for the organization.
-      Conducted staff salary survey and aligned the new salary structure as per market rates.
-      Developed orientation Program for the new hires.
-      Improved the existing operational procedures to bring efficiency and control.
-      Created a talent pipeline 550 (refined profiles )in line with the recruitment requirements of organization.  

• Develop and implement HR strategies and initiatives aligned with the overall business strategy
• Complete Recruitment & Selection of TERADATA to ensure all technical and non-technical IT positions are filled.
• Talent acquisitions and creating talent pipelines for all departments
• Ensure smooth on boarding process for the new hires.
• Creating and revising job descriptions
• Compensations & Benefits management including payroll, EOBI, Provident fund, gratuity, leaves management.
• Conducting annual salary surveys
• Developing, analyzing, and updating the company’s salary budget
• Bridge management and employee relations by addressing demands, grievances or other issues.
• Conducting new employee orientations and employee relations counseling
• Support current and future business needs through the development, engagement, motivation and preservation of human capital
• Lead the Performance Management & Career Development functions.
• Identify Training & Development gaps, and provide systematic support to fulfill desired learning needs.
• Change Management through Organization Development (OD) Interventions.
• Establish and maintain department records and reports. Participate in administrative staff meetings and attends other meetings, such as seminars. Maintain organizational charts and employee directory.
• Develop and monitor overall HR strategies, systems, tactics and procedures across the organization
• Advise technical and line manager for employee Performance management and smooth evaluations.
• Evaluate reports, decisions and results of department initiatives in relation to established goals. Recommend new approaches, policies and procedures to effect continual improvements in efficiency of department and services performed.
• Ensures compliance with all federal, state and local employment laws.

• Focal point for end-to-end recruitment cycle: sourcing, screening, interviewing, negotiating and contracting
• Understanding and interpreting requirement specifications for multiple roles to design/develop Job Descriptions
• Lead for opening all vacancies across all sourcing channels i.e. LinkedIn, Relief Web and e-media and act as a “Face of the Organization” to candidates
• Develop a sizable pool of consultants for various thematic areas which can be used for future successions.

With more than 300 active projects in 90-plus countries, Coffey\'s international team delivers projects with partners across the world in IT, Geo technics, Construction and International development.

HR Manager, Function as a HR Generalist, responsible for Payroll Administration, Benefits/Compensation, Training & Development, Recruitment/Selection and Employee Relations, reporting to the Ops Director
Results / Accomplishments
 Devised HR Manual for Coffey Pakistan region to instill best international HR practiced merge with local laws.
 Established and maintained proper structures and processes to track time and attendance, vacations and other activities resulting in efficiency gains of 33%.
 Implemented Payroll and HR policies resulting in annual cost savings of $37,000
 Improved “employer branding” by working with the IT department to design, develop and launch the company’s first career site
 Improved the workflows of HR department by working with IT department and introduced customer service orientation model in HR.
 Developed job profiles and source candidates/ recruit from major job boards; select, interview and hire 176 employees in collaboration with department managers
 Planed and developed on-the-job training programs for line employees and career development programs for managers with a focus on retaining existing talent and reducing employee turnover
 Coordinated with all projects in South Asia and Middle East for their HR/ recruitment needs to close more than 90 international roles and deployments.
 Conducted salary surveys and climate survey on yearly basis to inform company management necessary adjustments and ultimately reduced overall effectiveness.
Key Responsibilities
 Focal point for all HR matters and a bridge between employees and management.
 Devise workforce planning and development recruitment strategies and policies.
 Manage and process monthly payroll for 300 salaried/hourly employees

• Establishment of HR Department in new regions of the country
• Lead the establishment of regional coordination HR capacity sharing roaster - in collaboration with other INGOs working on Emergency response.
• Conducted a replication training of Save the Children Emergency response Training of UK - to build a National Response Team [NRT]as part of emergency preparedness. Different tools/situation matrixes and simulations developed to build the capacity of National Response Team.
• Developed first ever national emergency response roaster with the support of Save the Children SMT and HR Director.
• Helped in developing National Response Roaster Deployment criteria - and practically implemented in Pakistan flood response 2012.
• Maintained and monitored effective & efficient recruitment and selection of national and international staff.
• Collaborated with hiring /technical managers internationally to create and implement better quality job descriptions and KPIs for staff.
• Developed state of the art personnel policies, development plans, performance appraisals, compensations agreements, and confidentiality and severance agreements.
• Reduced recruitment cycle time by 25% by creating better quality job postings and positions specifications.
• Established new payroll management system for 600 plus staff on average - both national and international staff.
• Implemented an integrated performance management system for short term and regular staff.
• Managed the administration of other benefits like gratuity
• Leaves and Medical hospitalization services in line with the company policy.

• Recruitment & Selection of National staff members in complex emergency responses.
• Induction of National and International staff members recruited or deployed by head office
• Managing HRIS (Human Resource Information System), Payroll and staff benefits i.e Insurance, leaves, final settlements etc - Ensure compliance of HR procedures with Policy Manual.
• Played a vital role in establishment of Emergency response field office - Recruited more than 300 staff members on the field emergencies.