Affan Ali Khan

• Involved in the selection process for high-level positions, such as CXO+, Executive-level appointments, and participation on the hunt for international & nationwide candidate searches and high-profile placements.
• Responsible for deciding which metrics are best suited for the company and analyzing those metrics to accommodate hiring practices, such as time-to-fill measurements.
• Full life cycle of the recruitment and selection process, from the job-requisition step to the job-offer stage and actually bringing new employees on-board.
• Manage the recruitment and selection process, make recommendations for streamlining hiring processes and approve the engagement of service providers, such as executive recruiters, head-hunters or staffing agencies.
• Regular contact with either the line manager or HR director about how the recruitment and selection processes have developed and can serve organizational needs specially ERP.
• Hiring, training and mentoring recruiters and employment specialists.
• Long-range planning for the organization's workforce, assessing their performance, providing constructive feedback for improvement and recognizing high-performing employees in the recruitment team.
• Responsible for monitoring the activities of service providers (Headhunters, Assessment Centers etc.) and evaluating their performance.
• Plays a key role in vetting candidates for positions beyond the staff recruiter's capabilities. Point-of-contact for negotiating the terms and conditions of employment contracts and communicating with compensation and benefits specialists about job-offer details for highest-level positions.
• Utilize internal database to identify potential candidates.
• Place job requirements on diverse portals on the internet to increase available candidate pool.
• Develop creative recruiting resources to attract qualified professionals interested in contract, special contract and direct placement employment.
• Identify networking activities such as attending career fairs, professional association meetings, calling on technical schools and outplacement services.

•Formulating, creating & crafting standardized marketing practices and procedures & specific advertising and PR plans to achieve organizational goals and objectives.
•Planning marketing-related projects and managing external marketing partners and vendors.
•Increasing organizational awareness through marketing initiatives is another primary function. Through analyzing data and estimating demand for services within the region to identify potential markets and devise plans to deliver the appropriate message.
•Additional aspects includes: creating and maintaining the organization’s brand, and devising Medical Camps or Road shows etc strategies. Interface with outside agencies to direct activities and supervise internal marketing staff, supporting them in their assigned duties.
•Formulating the calendar of participation in events quarterly, half-yearly and yearly in advance to create more brand PR & awareness.
•Work with individual business units to create regional marketing strategies, work with product leaders on long-term product marketing strategy and work with sales managers to set marketing strategy driven by patient’s service goals.
•Shape marketing plans to reach target markets. Research and develop relationship within the doctor’s community.

HR FUNCTIONS: Set overall departmental policies within established corporate guidelines. Preparing or updating employment records related to hiring, transferring, promoting, and terminating. Ensuring new hire paperwork is completed and processed, informing job applicants of job duties, responsibilities, benefits, schedules, working conditions, promotion opportunities, etc. Addressing any employment relations issues, such as work complaints and harassment allegations.

 End to end recruitment experience including brief taking, screening and competency based interviewing and offer management.
 Sourcing suitable candidates via posting, sourcing, referrals and job portals, Head Hunting, LinkedIn and other relevant sites.
 Handled full recruitment life cycle process for IT and Non IT Clients.
 Increased the resume pool by 77% and created a huge impact on the knowledge center of the company.
 Identified the communication gap between the hiring managers and augmenting the meeting schedules which ensured the selection of right fit candidates that increased the efficiency with a variance of 80%.
 Conducted culture assessments and strategies for job satisfaction by organizing employee engagement activities and events including company annual dinner, picnics, company quarterly outings etc.
 Delegated the compilation of new hire welcome packs with required documentation and revise employee agreements and offer letters periodically

TALENT ACQUISITION, RECRUITING & STAFFING

Identification Process:

 Amplified the identification process of potential candidates from the internal Place job requirements on diverse portals on the internet to increase available candidate pool.
 Helped to maximize the use of SAP within the business, assisting in the project management of IT HR application projects, assisting in the project management of IT HR application projects.
 Developed creative recruiting resources to attract qualified professionals interested in contract, contract to hire and direct placement employment. Identified networking activities such as attending career fairs, professional association meetings, calling on technical schools and outplacement services.
 Defined potential improvements to processes and systems that can lead to enhancements.
 Screened candidates to ensure their qualifications meet open positions and conducted skills testing, office interviews, reference checks and background investigations.
 Presented job opportunities to qualified candidates and negotiated contract terms.
 Maintained excellent documentation with the company’s on-line system as well as hard files within the premises.
 Prepared resumes for presentation to clients. Coach candidates through the client interview process.

HR FUNCTIONS:

Served as a key member advising business leadership team responsible for HR processes for Associates. Leveraged broader HR team resources to drive changes in leadership & organizational development, compensation and staffing. Specific areas of focus over the next 12 - 24 months included: Developing and implementing staffing and recruiting strategies, developing retention strategies, leadership and organizational development, talent planning, workforce planning etc.

 Coordinated and ensured development, implementation and revision of HR policies throughout the System liaising with the line managers. Carrying out phone screening, front-line interviews, and reference checks.
 Maintained all Personnel records and file management; handled the Probation, Retention and Confirmation processes. Provided payroll information by collecting time and attendance records. Submitted employee data reports by assembling, preparing, and analyzing data.
 Maintained employee information by entering and updating employment and status-change data.
 Provided secretarial support by entering, formatting, and printing information; organizing work; answering the telephone; relaying messages; maintaining equipment and supplies.
 Maintained employee confidence and protected operations by keeping human resource information confidential.
 Maintained quality service by following organization standards.
 Contributed to team effort by accomplishing related results as needed