Talent Acquisition Specialist
SecureTech LLC
Total years of experience :13 years, 6 Months
• Lead - Technical Talent Acquisition/Recruitments (ICT, Security Systems, ELV).
• Managing the entire recruitment cycle from planning phase, sourcing and onboarding through various channels/resources including job portals, social media, recruitment agencies and referral programs including technical, mid and leadership level profiles.
• Negotiation and Issuance of offers, plan initial settlement, onboarding and evaluation before probation period.
• Job description and creation of KPIs for performance evaluation.
• Policy Framing and Implementation.
• Employee Relations.
• Facilitate employee/client specified training requirements including strategic enabled business partnership training and certifications.
• Successful implementation of HRMS by following company policies & processes and conducting employee awareness activities.
• ISO (ISMS, QMS) Certification maintenance activities including HR documentation and awareness sessions.
• Prepare relevant HR status/analysis/projection recruitment and training reports for management review and decision making.
• Recruitment policy and procedure development.
• Revision of existing Job description and Personal specification.
• Establishment of individual goal setting including KPI’s and performance evaluation criteria (Performance Management System)., and Formation of departmental objectives in alignment with individual settled goals.
• Training needs assessment and content development.
• Assessment of existing shared values of culture, designing and implementation of desired culture intervention through established activities in accordance with strategic organizational goals.
• Coordination and execution of scheduled plans with other team members on different initiatives of system analysis and operational efficiency, human resources, culture and change management.
• Arrangements of different events like trainings, employee engagement activities and project progress meetings.
• Lead project based domestic and overseas recruitment (UAE, Kuwait, Oman, Bahrain, Qatar) process of the organization (Telecom, Civil and MEP profiles).
• Identified staff vacancies according to organizational requirements and overseas demand, preparing hiring plans and job descriptions of different positions with coordination of concerned departments/country offices.
• Sourcing through different channels i.e newspapers, social media and networks, company references.
• Arrangements and facilitating applicant interviews with hiring/project managers.
• Negotiating compensation packages, preparing and issuance of job offers for international postings.
• Maintained database of all recruitment and qualified professionals to rapidly respond to talent management needs.
• Documentation, arrangement of visas and medicals for employees selected for foreign office and their renewal with coordination of International offices.
• Evaluation and preparations of workforce requirement, recruitment plan and execution.
• End to end recruitment process of all open vacancies.
• Analysis of training needs, preparation of content and delivery for employees’ professional and personal growth.
• Payroll preparation with coordination of accounts department and management of all benefits schemes including social security and employees’ old age benefits program.
• Monitoring to ensure that employees follow the defined disciplinary procedures which include, transfers, staff turnover/terminations, change in job classifications, merit increases and leave management.
• Supervision of employees’ accommodation, food and hygiene.
• Preparation of reports, data analysis and identifying solutions for administrative issues.
• Employee engagement activities for staff.
Preparation of monthly supply and purchase register for sales tax.
Ordering and record keeping of returnable invoices.
Evaluation of Monthly Sales tax Return and claiming for sales tax refund.
Making vouchers for Payments (Credit Payments).
Research dissertation on “Impact of Organizational commitment on Bank employee performance” In which we evaluated: •Employees with ‘Affective commitment’ are more emotionally attached to their organization. •Employees, who have no alternatives in the market, are more likely to remain with the organization. •Non-financial incentives and affective communication system must be there for the employees. Completed following projects during MBA on following companies: •Comparison between online financial services of Telenor‘s easy paisa and UBL‘s Omni. •Launching University Newsletter, prepared feasibility and different arrangements for newsletter publications. •Organizing and managing farewell parties at University. •Proposal of solar panel system for a manufacturing firm in Sialkot city.
