Aliya Batool

▸ Lead strategic HR planning aligned with organizational growth objectives and workforce needs.
▸ Drive talent management programs including succession planning, competency frameworks, and
retention strategies.
▸ Oversee performance management cycles—goal setting, mid-year reviews, and annual appraisals.
▸ Design and implement organizational development initiatives to improve team efficiency and agility.
▸ Champion change management processes to support business transformation and cultural
alignment.
▸ Develop and deliver targeted Learning & Development programs to upskill employees at all levels.
▸ Create competitive benefits and compensation packages to attract and retain top talent.
▸ Leverage HR analytics and dashboards to provide data-driven insights to senior leadership.

▸ Set, tracked, and exceeded quarterly HR team goals, improving key metrics such as time-to-hire and
turnover rates.
▸ Designed and implemented a comprehensive 360° recruitment and onboarding process, reducing
ramp-up time significantly.
▸ Developed and maintained HR policies and procedures ensuring compliance and consistency across
departments.
▸ Monitored departmental budgets and produced detailed HR reports for executive review.
▸ Tracked KPIs including cost-per-hire and employee turnover to guide strategic planning.
▸ Designed recognition programs and professional development plans to drive employee retention.
▸ Built and led culture-first initiatives that reinforced company values and boosted engagement
scores.

▸ Managed full-cycle recruitment and selection, from job posting to offer negotiation and onboarding.
▸ Facilitated employee engagement activities to strengthen team morale and company culture.
▸ Developed and refined HR policies to support a transparent and inclusive work environment.
▸ Supported employee retention initiatives and oversaw exit processes and offboarding.
▸ Represented the company at job fairs and on social media platforms to strengthen the employer
brand.

▸ Maintained a positive workplace culture through proactive employee relations and conflict
resolution.
▸ Managed full-cycle hiring across technical and non-technical functions.
▸ Handled employee grievances, attendance management, and HR policy development.

▸ Drove 360° recruitment processes and managed employee records and documentation.
▸ Led culture management and employee engagement initiatives.
▸ Processed employee clearances and full & final settlements.

▸ Managed end-to-end recruitment lifecycle for technical and non-technical roles including
headhunting.
▸ Supported performance management, payroll coordination, and attendance tracking.
▸ Promoted a positive work environment and handled disciplinary and grievance matters.

esponsibilities:  Support the development and implementation of HR initiatives and systems  be actively involved in recruitment by preparing job descriptions, posting ads and
managing the hiring process  Create and implement effective onboarding plans  Develop training and development programs  Assist in performance management processes  Support the management of disciplinary and grievance issues  Review employment and working conditions to ensure legal compliance  recruiting, training and developing staff  making sure that staff get paid correctly and on time  pensions and benefits administration
 approving job descriptions and advertisements  looking after the health, safety and welfare of all employees  monitoring staff performance and attendance  advising line managers and other employees on employment law and the employers own
employment policies and procedures  ensuring candidates have the right to work at the organization
 Negotiating salaries, contracts, working conditions or redundancy packages with staff and
representatives