Adding values to CLF in achieving its mission though: Compensation & Benefits:- Managing all benefits programs - Managing smooth execution of variable and constant allowances across the board- Responsible for the management of the payroll and HRIS System.- Overseeing monthly, quarterly and annual employee turnover rate and present to management.Employee Relations:- Analyzing information and data necessary to define and discern cost and policy implications of negotiations and disputes. - Advising managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances.- Ensuring compliance and implementation of Code of Conduct as per policy by managing disciplinary cases.- Ensuring the implementation of the whistle blowing policy of the organizationPerformance Management:- Ensuring that all units are aligned with the organization’s vision strategic goals and objectives- Creating and Modifying Job Descriptions and Specifications - Counselling line managers and HOD about the appraisal policies - Evaluating employee performance rating and its implications - Ensuring the alignment of performance management system with the reward management strategiesOrganizational Development: - Implementing and modifying required module of HRMS across the organization- Conducting Employee Engagement and Employee Satisfaction Survey to gauge and overall rate of the workforce- Conducting salary surveys to stay ahead of the competitors- Analyzing workforce data

Staying ahead in the war of creative talent by hunting, employing and developing it in a productive and innovative culture that aligns its performance to the goals achievement of Adcom.Adding value to Adcom's business through HR functions:- Talent Acquisition- Talent Analytics- Performance Management- Learning & Development- Talent Information System- Cultural Innovation

- Foreign Language "Italian" teaching and assessment- Curriculum Development and Management- Classroom Management

Successfully mapped 300+ profiles of top talent in the industry for key positions.Proactive and strategic headhunter by paving the way for a talented future, to:- Bypass the scarcity in the labor market in Pharmaceutical Industry- To stay ahead in the War on Talent- To fill the gaps between future needs and current performance

- Made Job Descriptions and Job Specifications of management level position at production unit- Helped manager in recognizing and rating their successor for succession planning- Applied NINE BOX TOOL for succession planning on ratings of successor- Made relations of H.R with organizational performance by using succession planning to improve individual performance- Took interviews at production unit- Cheked references for new hires- Helped supervisor in daily H.R operations- Participated and design employee engagement activities- Designed survey forms for different purpose- Designed selection methodologies for surveys- Visited different units of Gul Ahmed to understand employee relations

- Actively participated in observing and writing cricket scenarios.- Published reports on website about upcoming and wasted cricketers in world.- Published Preview and Review of Matches in different leagues.- Analysed critical issues in Pakistani cricket.