MSF is an independent medical humanitarian association providing medical assistance to people need, irrespective of race, religion, creed or political conviction. Core competencies in managing varied activities under HRD domain viz. supporting the Supervisors in management of staff by individual consultation, facilitation and coaching, inductions, building the HR networks, evolved in capacity development of the staff through development plans and appropriate training plans. Drafting of monthly HR reports and Supervision of domestic and administrative staff to get operations running.

 Developing, updating and doing analysis of monthly reports, like end of Contract report, Probation Period Report, Leave Balance analysis, and staff Detachment reports.

 Support the Supervisors in management of staff through individual consultation, facilitation of meetings, inductions, coaching and mentoring.

 Updating and ensuring correct monthly encoding of HRMIS (SAP) to get accurate payroll

 Developing and updating monthly reports for Senior Management

 Capacity development of the staff through development plans and appropriate training plans

 Building HR networks conducting meetings with representatives of universities, associations, and organizations to get a good pool of CVs for all technical and managerial positions.

 Processing of overtime, advance salaries, Leaves reports, employment contract issuance and staff ID cards through HRMIS.

 Direct implementation of HR activities according to Action Plan.

 Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; designing and conducting educational programs on benefit programs.

 Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.

 Contributes to team effort by accomplishing related results as needed.

 Overseeing the recruitment of new staff, sometimes including training and induction;

 Carrying out staff appraisals, managing performance and disciplining staff;

 Delegating work to staff and managing their workload and output;

 Oversee the completion of all relevant visa and immigration documents and ensure that they are received within the time limit set by the government.

 You must take full responsibility of all Immigration issues and operations, remaining up to date with any changes to legislation.

 Organising the office layout and maintaining supplies of stationery and equipment.

Worked as consultant with Logic Igniter to guide the IT Company to develop and implement basic HRMIS, design and customize systems according to the policies and producers of the company.

 Supported in reviewing system functionality and make recommendations for enhanced solutions for the clients.

 Review, implement, and test various HR system module configuration and set up.

 Serve as additional liaison between HR units and implementation of system

 Supported in giving inputs to the developer with strong understanding of HR, Compensation, Benefits, & Payroll processes & data.

 Assisted in collecting various HRIS data and maintaining its integrity while working with HR staff as well as with the team to enter and process data via both electronic and paper processes to facilitate the implementation of the system.

 Mapping client’s requirements, coordinating and implementing processes in line with the guidelines specified by the client.

 Maintain data integrity in HR system by running queries, auditing, and analyzing data.

 Worked with developer to make the system fully functional, by data cleansing, data formatting and data uploading.

 Evaluated customer’s needs, defined and established new standards, implemented changes, planned different transitions and tested functionality in order to fulfill organizations’ needs.

 Trained users, prepared training materials, prepared guidelines, assisted users and supported technical staffs on the implementation of system.

As HRMIS consultant the related aspects was to guide the IT Company to develop and implement basic HRMIS, design and customize systems according to the policies of the company

• Involved in data collection, compilation and data input procedures; design of appropriate and user friendly software that generates standard and customized reports.

 Guided and provided key input to the part of the Basic HRMIS Manual which describes processes for data input, processing, and reporting.

 Arranged /conducted trainings on Basic HRMIS date input, processing, and reporting.

 Continually evaluated the IT relates aspects of Basic HRMIS system during implementation and make recommendations for enhancements or revisions of the system and Manual in support of project objective.

 Involved in development and shifting of performance appraisal system in HRMIS.

 Involved in shifting of life and health Insurances into the HRMIS.

Reports to Director HR & Admin of company. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services, programs and operations. Direct human resource functions, including recruiting, hiring practices, benefits and compensation, performance Management and human resource development. Developed standardized organizational model to clarify authority and responsibilities.

 Rewrote old Employee Manual, including revising out dated policies to ensure compliance and adding new policies to improve morale.

 Identified training and development needs through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. Designed training curriculum and training plans at organizational and individual level.

 Developed effective induction programs

 Implemented effective strategies to reduce processing time of monthly payroll

 Managed to shift all the HR data bases from MS Office to Human Resource Management Information System

 Supported all internal and external audits related to HR systems.

 Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.

 Coordinated and provided data analysis to support negotiations in development of company bargaining proposals for employee benefits.

 Actively involved in initial screening, preparing job advertisement, short listing, interview processes and selection and placement of ‘right person for the right job’ as per CARE policies and procedures

 Coordinate the process of staff annual and bio-annual performance evaluations across Pakistan, facilitate timely actions on the performance evaluations of the CARE staff and maintain and facilitate the updation of Job Descriptions of staff. .

 Responsible for Implementation of Talent Management framework, development and maintenance of core talent processes and programs, including succession planning to ensure business continuity for key leadership positions.

Reports to Director HR & Admin of company. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services, programs and operations. Direct human resource functions, including recruiting, hiring practices, benefits and compensation, performance Management and human resource development. Developed standardized organizational model to clarify authority and responsibilities.

 Rewrote old Employee Manual, including revising out dated policies to ensure compliance and adding new policies to improve morale.

 Identified training and development needs through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. Designed training curriculum and training plans at organizational and individual level.

 Developed effective induction programs

 Implemented effective strategies to reduce processing time of monthly payroll

 Managed to shift all the HR data bases from MS Office to Human Resource Management Information System

 Supported all internal and external audits related to HR systems.

 Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.

 Coordinated and provided data analysis to support negotiations in development of company bargaining proposals for employee benefits.

 Actively involved in initial screening, preparing job advertisement, short listing, interview processes and selection and placement of ‘right person for the right job’ as per CARE policies and procedures

 Coordinate the process of staff annual and bio-annual performance evaluations across Pakistan, facilitate timely actions on the performance evaluations of the CARE staff and maintain and facilitate the updation of Job Descriptions of staff. .

 Responsible for Implementation of Talent Management framework, development and maintenance of core talent processes and programs, including succession planning to ensure business continuity for key leadership positions.

Reports to Director HR & Admin of company. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services, programs and operations. Direct human resource functions, including recruiting, hiring practices, benefits and compensation, performance Management and human resource development. Developed standardized organizational model to clarify authority and responsibilities.

 Rewrote old Employee Manual, including revising out dated policies to ensure compliance and adding new policies to improve morale.

 Identified training and development needs through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. Designed training curriculum and training plans at organizational and individual level.

 Developed effective induction programs

 Implemented effective strategies to reduce processing time of monthly payroll

 Managed to shift all the HR data bases from MS Office to Human Resource Management Information System

 Supported all internal and external audits related to HR systems.

 Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.

 Coordinated and provided data analysis to support negotiations in development of company bargaining proposals for employee benefits.

 Actively involved in initial screening, preparing job advertisement, short listing, interview processes and selection and placement of ‘right person for the right job’ as per CARE policies and procedures

 Coordinate the process of staff annual and bio-annual performance evaluations across Pakistan, facilitate timely actions on the performance evaluations of the CARE staff and maintain and facilitate the updation of Job Descriptions of staff. .

 Responsible for Implementation of Talent Management framework, development and maintenance of core talent processes and programs, including succession planning to ensure business continuity for key leadership positions.

Reports to Director HR & Admin of company. Transformed HR from administrative role to strategic business partner, including working with senior management to drive key business and implement performance initiatives. Conducted extensive analysis of existing HR organization and developed business plan to update all policies, procedures, services, programs and operations. Direct human resource functions, including recruiting, hiring practices, benefits and compensation, performance Management and human resource development. Developed standardized organizational model to clarify authority and responsibilities.

 Rewrote old Employee Manual, including revising out dated policies to ensure compliance and adding new policies to improve morale.

 Identified training and development needs through job analysis, appraisal schemes and regular consultation with business managers and human resources departments. Designed training curriculum and training plans at organizational and individual level.

 Developed effective induction programs

 Implemented effective strategies to reduce processing time of monthly payroll

 Managed to shift all the HR data bases from MS Office to Human Resource Management Information System

 Supported all internal and external audits related to HR systems.

 Maintained a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.

 Coordinated and provided data analysis to support negotiations in development of company bargaining proposals for employee benefits.

 Actively involved in initial screening, preparing job advertisement, short listing, interview processes and selection and placement of ‘right person for the right job’ as per CARE policies and procedures

 Coordinate the process of staff annual and bio-annual performance evaluations across Pakistan, facilitate timely actions on the performance evaluations of the CARE staff and maintain and facilitate the updation of Job Descriptions of staff. .

 Responsible for Implementation of Talent Management framework, development and maintenance of core talent processes and programs, including succession planning to ensure business continuity for key leadership positions.

SPO is a nationwide support organization working for the capacity building of partner organizations and public interest institutions of Pakistan for the benefit of poor and disadvantaged sections of society for sustainable development through a participatory approach. Working in Pakistan since 1989 with 450 employees over 26 job sites with centralized Human Resource unit.
Directly reported to Head of Human Resources and supervised staff of 2. Developed hiring plans, and conducted interviewing system to reduce selection time for new hiring accordance to the company policies and labor law. Comprehensively purchased and implemented the HRMIS system in the company within 6 months to reduce processing time in all HR Functions and to create paperless environment. Collaborated with IT to program and design comprehensive time and attendance system for tracking staff leave system and also integrated with current HRIS. Conducted strategic negotiation to obtain cost savings on premium renewals and improved benefit plans.

 Conducted extensive recruitment, inclusive of negotiation for pay packages, as sole/ panel recruiter accountable for filling around 900 management, technical and professional positions in 7 years.

 Introduced new employee orientation and individualized training, resulting in 97% satisfaction record.

 Developed in-house training programs on MS Excel and Word, resulting in approximately 200,000 training cost savings.

 Reduced vacancy turnaround time from average of 45 days to 20 days.

 Ensured the accurate processing of staff appointments, transfers, promotions and terminations

 Managed employee EOBI records

 Independently handled OPD/IPD claims (covered under SPO Health Insurance Policy) of 1000 plus staff (and their dependents) for reimbursements.

 Researched best practices for ensuring performance and designed and revised performance management system, advised departments on competency-based management systems.
 Conducted Training Needs Analysis, producing TNA outputs as required.

MBA in (Management)