Manager Human Resources and Administration
Punjab Population Innovation Fund
Total years of experience :19 years, 3 Months
Role of the Position:
The main role of this position is to perform complete HR functions in the organization. Perform recruitment and provide best suitable and eligible talent to the organization. Provision of organization orientation and employee management in throughout employee journey with organization. Managing Employee Performance and preparing monthly payroll. Provide counselling to employees in various employee matter and address employee grievances and take corrective action as and when required basis.
Human Resource Role:
o Developed and update organization structure as per decisions made in PPIF strategic planning meeting.
o Developed and update PPIF Human Resource Manual, various HR policies, procedure and implement in the PPIF.
o Perform complete recruitment cycle in PPIF; Prepare job advertisement, prepare longlisting, shortlisting reports, organize interviews, assist Recruitment & Selection Committee in selection of candidates.
o Perform complete orientation process of PPIF for all new employees in their induction.
o Developed and manage employee Probation Evaluation, Employee Confirmation and annual Performance Evaluation processes.
o Managing monthly employee medical (OPD) and mobile balance reimbursement as per Employee Medical and Mobile Balance policies.
o Provide counselling to employees in their various matter and address employee grievance.
o Performs internal and external office communication: email, voicemail and
miscellaneous written correspondence.
o Assist General Manager Operations in planning and procurement of various service through consultants / vendors which requires in throughout the years in performing Human Resource and Administration responsibilities.
o Responsible of complete checking medical claim of employees and send to Health Insurance company and follow-up of payments. Addition and Deletion of Employees with Health Insurance company.
o Responsible of Employee Separation Management; Process of resignation and ensure that employee will serve the notice period, process of employee clearance, preparation of final settlement and also responsible of handing over of responsibilities and company assets from exit-employees.
Administration Role:
o Managing PPIF custodial staff of Grade: 1 and 2. Ensure custodia staff must adhere the office discipline, office timing, their job responsibilities, special duties / assignment.
o Ensure all PPIF official cars maintained with authorized workshops and log books are updated on daily basis.
o Responsible of driver’s duties for outstation visits in support program activities and provide counselling the drivers for road safety and car maintenance.
o Manage and support employees in all official travels and reimbursement of Travel Claims as per PPIF Travel Policy which includes booking of flights, booking hotels and provision of car and driver i-e case to case basis.
o Responsible of vehicle token taxes payment and annual vehicles insurance renewal.
o Responsible of timely maintenance of office building and office equipment.
o Responsible of preparation and update PPIF Complete Assets Register and Assets Tagging. Assist Internal and External Auditors in Assets Verification.
o Petty purchase procurement; conducting procurement of routine office items under petty purchases as PPRA rule 2014.
MAJOR / KEY RESPONSIBILITIES
1. DEVELOP ANNUAL RECRUITMENT PLAN
2. DEVELOP ANNUAL PERFORMANCE PLAN FOR THE ORGANIZATION AND WHOLE TEAMS IN THE ORGANIZATION
3. DEVELOP KPIS IN COORDINATION WITH SECTOR HEADS
4. PARTICIPATE IN DEVELOPMENT OF PROJECT DOCUMENTS LIKE PC-1, PC-II AND SOMETIMES PC-III, ESPECIALLY IN HUMAN RESOURCE COSTING AND OUTLAY.
5. MANAGE AND EXECUTE RECRUITMENT (INTENSIVE & EXTENSIVE IN THIS PLANNING & DEVELOPMENT SECTOR)
KEY ACHIEVEMENTS
1. FULLY IMPLEMENTED SAP-B-ONE ESPECIALLY HCM MODULE THROUGH SAP CONSULTANT.
2. SAVE HUNDRED THOUSAND OF RUPEES IN ACCOUNT OF RECRUITMENT THROUGH OPT SOCIAL MEDIA RECRUITMENT AND EMPLOYEE REFERRALS
MAJOR / KEY RESPONSIBILITIES
1. Recruitment & selection
2. Employee separation management / grievance handling
3. Hr business process management / process improvement program
4. Compensation and benefits / structuring salary grades and defining clear benefits scheme.
KEY ACHIEVEMENTS
1. REDEFINED NEW SALARY GRADES AND CLEAR BENEFITS SCHEME THROUGH INSPIRATION BROAD BRANDING GRADING STRUCTURE. IT HELPED IN EXISTING EMPLOYEES ANNUAL INCREMENT, PAYING BENEFITS AND ESPECIALLY FOR NEW HIRING.
2. SAVE ANNUAL Rs. 400, 000 (RUPEES FOUR HUNDRED THOUSAND) OF THE COMPANY THROUGH USING SOCIAL MEDIA RECRUITMENT, MARKET PROFESSIONAL REFERENCES AND CV DATA BANKS INSTEAD OF USING JOB PORTALS AND EXECUTIVE SEARCH SERVICES.
3. BUILD AND MAINTAINED HR BRAND AND UPLIFT ORGANIZATION IMAGE IN THE VARIOUS JOB FAIRS, UNIVERSITIES AND TECHNICAL TRAINING CENTERS AND GENERATE HUNDRED OF RESOURCES FOR VARIOUS DEPARTMENTS.
ACHIEVEMENTS:
1- Developing first ever company’ documents functional (OIM) Operating Instruction Manuals: Policies & Procedures, Company and Functional Organogram, Business Process Flows, SOPs & WIs, JDs & JS
(In Process)
2- Developing first ever complete new performance cycle, Performance management form, parallel career development track with PE, functional KPIs development and re-designing JDs and JS. (In Process)
3- Converting first ever complete HR functions into modern HRMS/HRIS technology. (In Process)
TASKS AND RESPONSIBILITIES:
HUMAN RESOURCE ROLE:
•Supervise and Conduct Complete Recruitment & Selection Process.
•Supervise and Validate Annually Increment and Compensation Structure
•Supervise and Conduct Complete Performance Management System.
•Develop and Vet Job Descriptions & KPI(s) with Concerned HOD and Senior Management for new as well as existing position within the group and company through Job Analysis, Fact finding and Interview with concerned HOD and team.
ORGANIZATION DEVELOPMENT ROLE:
•Design and Optimize Business Processes.
•Advise and Design Business and HR Policies to Optimum Utilization of Resources.
•Establish and Design Cross Functional Meetings to Remove Delays and Enhance Contributions.
•Create and Manage Talent Pool in order Deploy Right Resource at the Right Place.
•Prepare, Update and Validate Succession Planning for Internal Talent Through Formal and Informal Trainings.
•Design Yearly Training Calendar and Organized In House and Outsource Training Programmes.
•Conduct Job Evaluation and Job Analysis Yearly Or As Per Needed.
•Discuss with respective HODs, Teams and Employees Their Career Development Plan Through “Career Development Tool/Form”.
•Discuss with respective HODs, Prepare and Update Succession Planning of Each Department and Their Teams.
•Research and Find Outsource Business Consultancy as per Business Requirement.
•Coordinate with Outsource Consultant During the Project
•Anticipate in workforce planning for current and future talent needs.
•Execute recruiting strategies, understand talent movement and demand in the market and ensure that talent requirements are supported thru effective build versus buy initiatives.
•Participate with recruitment team in recruitment, interview and selection of applicants.
•Conduct exit interviews to identify reasons for employees leaving.
•Ensure organizational polices manual must address employee needs and tight knitted.
•Administer compensation, benefits and performance management systems as per dynamic changes in inside and outside environment.
•Supervise and execute the events and ensure that it complies with the with management requirements as per local and national safety regulations.
•Plan, and ensure security arrangements of office premises and ensures safety of office and staff
•Supervise travel arrangements including lodging and boarding of staff
1.To maintain and develop HR policies, ensuring compliance and to contribute the development of corporate HR policies.
2.To ensure timely recruitment of required level / quality of management staff, other business lines staff, in order to meet business needs, focusing on Employee Retention and key Employee identification initiatives.
3.Provide active support in the selection of recruitment agencies which meet the corporate standard. Ensure Corporate Branding in recruitment webs and advertisements.
4.Prepare information and input for the salary budgets.
5.Ensure compliance to the approved salary budget; give focus on pay for performance and salary benchmarks where available. Ensure adherence to corporate guideline on salary adjustments and promotions. Coordinate increments and promotions of all staff.
•Maintains employee-related database (HRMS).
•Prepare and analyzes reports that are necessary to carry out the functions of all departments.
•Prepare periodic reports for management as necessary or requested.
•Assist HR Manager in Recruitment and Selection
•HR to review monthly payroll to ensure accuracy.
•Employee Records - maintain and update employee personal fills, recorded and updated compensation benefits, performance evaluations, discipline and disciplinary actions.
•Assist HR Manager in Annual Performance Management.
•Assist HR Manager in Recruitment and Selection.
•HR to review monthly payroll to ensure accuracy.
ORGANIZATION PSYCHOLOGY INDUSTRIAL RELATIONS EMPLOYEE RELATIONSHIP INTERNATIONAL HUMAN RESOURCE MANAGEMENT PSYCHOMETRIC TESTING AND EVALUATION ORGANIZATION DEVELOPMENT BUSINESS COMMUNICATION REPORT WRITING HUMAN RESOURCE BUDGET MANAGEMENT HUMAN RESOURCE PLANNING AND STRATEGY STRATEGIC HUMAN RESOURCE MANAGEMENT ORGANIZATION BEHAVIOR BUSINESS ACCOUNTING ADVANCE ECONOMETRIC ECONOMICS OPERATION MANAGEMENT PROJECT MANAGEMENT
RECRUITMENT AND SELECTION COMPENSATION AND BENEFITS MANAGEMENT ORGANIZATION DEVELOPMENT TRAINING POLICIES AND PROCEDURE DEVELOPMENT PROCESS MANAGEMENT PSYCHOMETRIC TESTING AND EVALUATION INTERNATIONAL HUMAN RESOURCE MANAGEMENT SAP HCM OVERVIEW PEOPLE MANAGEMENT OVERVIEW HUMAN RESOURCE AUDIT HUMAN RESOURCE RECORD KEEPING HUMAN RESOURCE DATA MANAGEMENT
ECONOMICS MICRO ECONOMICS MACRO ECONOMICS ECONOMETRIC ADVANCE ECONOMETRIC STATISTICS OPERATIONS MANAGEMENT SURVEY RESEARCH AND DESIGN TOTAL QUALITY MANAGEMENT HUMAN RESOURCE MANAGEMENT PUBLIC POLICY PUBLIC FINANCE FINANCIAL MANAGEMENT
