Manager Recruitment & Staffing
Warid Telecom (pvt) ltd.
Total years of experience :22 years, 11 Months
• Develop talent acquisition strategy and ensure its implementation by identifying and developing new recruitment channels; utilizing technology, sourcing mediums, and engaging professional recruitment agencies/head hunters as and when required for staffing purposes with optimized induction time.
• Play an effective role in terms of manpower planning and HR budgets based on rationalized staffing needs of all divisions on annual basis along with maintaining custodianship of org. charts & business critical resource data.
• Evaluate internal staffing trends, ensure proper and timely visibility to all concerned stakeholders on exit analysis, provisioning of manpower trends in correlation with revenue/EBIDTA/subscribers/cell sites, review and recommend changes in staffing requirements based on numbers and implications of analysis.
• Devise, update, and implement comprehensive Recruitment Framework providing guidelines on Policy and Process with the aim of having the most suitable candidates selected on the right jobs on the basis of merit & competence, and to ensure that employees are informed of the policy and processes with clarity and consistency through regular trainings of hiring managers through the help of HR Business Partners.
• Effectively and efficiently enable identification, attraction and recruitment of top talent with minimum turnaround time through talent pipeline to address staffing requirement of all divisions while ensuring diversity management and equal opportunity employment resulting in value addition towards org. goals.
• Develop, update, and implement Recruitment tools including assessment forms, tests and recruitment process automation which enables hiring managers to have most suitable candidates selected and staffed on the right
jobs on the basis of merit & competence.
• Development, monitoring and reporting of Recruitment & Staffing KPIs to all concerned.
• Ensure focus on moving towards promoting Warid as a progressive employer by building a strong employer branding framework and implementation mechanism through project management tools.
• Maintain up-to-date custodianship of corporate org charts and job descriptions while ensuring standardization of Job classification with Mercer position coding within the organization.
Also working as LEAD HR BUSINESS PARTNER for Finance & Support Divisions with following responsibilities
• Create HR alignment with business through enabling people strategies and partnering with Finance & Support Divisions and facilitate line management in optimizing and redesigning respective operating structures.
• Help develop high performance culture by enabling relevant divisions to utilize available performance frameworks & assessment tools and provide training and guidance on set procedures of organization’s performance management system.
• Develop and maintain effective channels of communication and consultation between management and employees to ensure that employee relations issues are timely and amicably resolved for relevant Divisions.
•Work in close coordination with Organizational Development, Learning, Compensation and Staffing teams to ensure implementation and execution of applicable recruitment, compensation, and learning frameworks.
• Devise and implement manpower planning exercise while ensuring the organization is staffed at optimum levels, altering and modifying staffing structure as per the strategic direction of the Company.
• Strengthen the recruitment and assessment process that would reflect exceptional hiring practices through improving sourcing mediums and overall assessment capabilities of hiring managers.
• Plan, manage and support in implementation of key transformational HR projects through aligning organizational objectives with overall business unit deliverables.
• Ensure that workforce is appropriately rewarded and that benefits are attractive & cost effective in order to recruit, retain, and motivate staff aligning this back to organization's objectives.
• Drive HR Strategy Into Action (SIA) through helping the leadership team identify Must Win Battles (MWBs).
• Maintain effective & professional working relationship between all divisions/business units, while ensuring best conduct, effective team building and problem /conflict resolution approach.
• Manage overall HR Budgeting, forecasting grade wise manpower requirements in correlation with business unit business plan, and outsource non-core areas to eliminate unnecessary additional staff costs.
• Maintain staff cost as a percentage of Revenue and EBDIA and device KPIs to measure performance.
• Implement organization wide Performance Management System (PMS), and link it with training needs as well as the overall organizational objectives through automation of PMS.
• Identify Core Vs Non-Core areas, for staffing purposes, revamp HR Policy and processes, and implement a dashboard of transactional HR activities to improve the overall efficiency of HR Function.
• Implement ERP /HRMS integrating Recruitment, Payroll (WPS), Training, and Performance Management.
• Introducing and linking the fleet management system with ERP with the focus on cost reduction & efficiency.
• Ensuring all office administration issues are timely and effectively managed in addition to managing processing of new Visas, Visa renewals, Trade licenses and civil defense certification renewals.
• Drive the HR strategy through Organizational Development interventions and effective HR Project management, aligning HR Strategy and Objectives with overall company Strategy and Objectives.
• Plan, manage, and support in implementation of key transformation HR projects through developing and maintaining Master Project Plan and bringing HR Strategy Into Action while highlighting any delays or dependencies that could affect the deliverables.
• Formulate, update, and maintain HR Policies in the form of a structured HR Policy Manual ensuring clarity and consistency while keeping employees and management informed of company rules and regulations.
• Ensure the implementation of HR Policies through business partnering and prioritizing organizational efforts/resources towards development of a culture which is high on employee engagement and performance, and central to company's vision, values, and strategic priorities.
• Develop, rollout and manage the company's performance management process/system end to end to ensure that it becomes the prime tool for performance & competence measurement. Ensure its effective link to promotions, increments, succession planning, and business critical resource identification
• Provide required advice, consultation, and guidance to all Division/Departments while initiating and concluding the annual performance appraisal exercise and provide necessary facilitation and support during the exercise through conducting sessions with the line in consultation with relevant HR Business Partners.
• Detailed breakdown and planning of Training budget through estimating and forecasting future training needs while keeping into context the overall budgetary constraints and propose the annual training budget along with getting the necessary approvals and monitoring trainings man-days, tracking expenditures vs approved budget.
• Prepare Monthly Management Reports for HR Division along with monitoring and reporting the HR KPIs.
• Provide advice on the review and design of Divisional organizational structures and Job Descriptions in line with industry standards and support agreed decision making through eliminating redundancies through deep diving into organizational structures and identify core and non core areas.
• In addition to OD & HR PMO role, was assigned the responsibility of acting as Lead HR Business Partner for Technical (Engineering & IT) Divisions which was an embedded HR Function in the relevant domain with the objective of enabling the Technical Division to deliver its objectives through HR & OD interventions.
• Support in delivering on Divisional/Departmental roadmaps and deliver a high performance culture by enabling the Technical Divisions to utilize existing Recruitment, Compensation, and Performance frameworks/assessment tools and provide guidelines on set procedures and policies in these areas.
• Provide professional advice, guidance, and counseling to Technical Divisions’ managers and team members on matters pertaining to HR Policies & Procedures whilst providing constant feedback to relevant HR Functions in order to maintain up to date HR Policies by incorporating relevant function’s feedback on the company policies.
• Maintain up-to-date job descriptions/profiles and remuneration based on management levels for jobs in Technical Domain based on job classification for annual salary survey (Mercer).
• Develop and maintain effective channels of communication and consultation between management and employees to ensure that employee relations issues are timely and amicably resolved for the relevant division.
• Perform all HR activities in the Region pertaining to Recruitment & Staffing, Compensation & Benefits, Employee Relationing, and Training & Development.
• Suggest creative outreach techniques to attract a diverse applicant pool, monitor online recruitment channels, attend job fairs, and coordinate with recruitment agencies.
• Play a proactive role in purposing changes in policies and procedures through acquiring feedback from region.
• Manage Regional Payroll and ensures timely and accurate resolution of any local payroll related issues.
• Manage Orientation Sessions for new hires and coordinate both internal and external training activities.
• Identify individual problem areas during performance appraisals and suggest appropriate interventions for the purpose of maintaining a productive work environment.
• Develop and maintain open and positive communication with all internal customers through an online HR Web Portal to assist attaining company objectives.
• Respond to senior management inquiries, address employee concerns, and manage an online HR Help Desk ensuring timely resolution of issues raised by employees to HR.
• Ensure compliance with QA approved HR processes, best HR practices, discipline and punctuality guidelines, and ensure punctuality in the whole Region.
• Process terminations, approve employment status changes, and conduct exit interviews.
• Perform operational H.R. activities, prepare Management Reports, and appropriately respond to employees by providing assistance in resolving policy related issues.
• Serve as a liaison between line managers and employees resulting in smooth HR operations without any bottleneck and impediments.
• Review and analyze claims including medical and travel related expenses.
• Conduct orientations including briefing new hires on company profile, benefit entitlement, introduction to colleagues and facilitating administrative and I.T. related issues.
• Perform analysis on attendance reports generated through an automated biometric attendance management system and coordinate with all Functional Heads to ensure punctuality in the Region.
• Direct complex issues to the concerned; maintain HR activity status reports and files, process enrolment forms, terminations, and other employee changes by verifying data integrity.
• Develop a reputation for meticulous attention to detail and creative event planning.
• Assist employees in filing tax returns, generate tax certificates, and answer tax queries.
• Maintain attendance records for all departments, process leave record forms, distribute salary slips and company event invitation cards, generate confirmation/appointment letters/memorandums among the employees and maintain correspondence files.
• Troubleshooting problems regarding cable programming and configurations and handle basic technical queries regarding assigning HSI connection and set top boxes for cable TV.
• Sell cable TV packages bundled with Internet access promotions and land line packages.
• Provide customer support to High Speed Internet and Cable TV customers.
• Randomly visiting customers for basic know how of their requirements as well as to physically handle the trouble shooting requests.
• Act as a liaison between engineering teams and customer support specialists while addressing technical queries from customers regarding cell phone/network issues.
• Create and resolve trouble tickets for escalations of technical problems that could not be addressed by customer support specialists.
• Identify the known issues while addressing queries and maintain a log of new issues so that they can be addressed by referring to their solutions in the future.
• Handle escalations of complicated billing issues or relevant customer grievances.
• Monitor service failures through coordinating with operations control department and monitoring the nationwide network maps.
• Manually push critical service orders stuck in the queue by utilizing applications to handle HLR and VLR issues
MBA with Specialization in HRM, relevant courses were Strategic Management Business Ethics & Sustainability Performance Management & People Development Leading Organizational Change Strategic HRM Global Employment Relations
Bachelors of Sciences with other Areas of Application Production Operations Management Operations Planning & Control Management Information System Logic & Critical Thinking Humanities Health & Positive Lifestyle American National Government Visual Programming Data Structures
Bachelors of Computer Sciences Computer Logic Designing C++ Visual C Visual Basic Data Structures Assembly Language Calculus Advanced Physics