HR, CS & PR Head
Opus inspection
Total years of experience :9 years, 11 Months
HR Domain (Human Resource Department)
• Lead the development, implementation, monitoring and evaluation of the organization’s HR strategy in
line with the business strategy.
• Determine and recommend employee relations practices necessary to establish a positive employer-
employee relationship and a culture conducive to ongoing change.
• Identify legal requirements and government reporting regulations affecting the Human Resources
function.
• Direct the preparation of information required for compliance and act as primary contact with the
government agencies.
• Work towards building and encouraging a performance culture.
• Conduct a continuing study of all Human Resources policies, programs and practices and keep senior
leadership informed of new developments and best practices.
• Continuously monitoring the effectiveness of all HR Policies, advice and support in all areas of People
and Culture which includes learning and development, remuneration, recruitment, employment
relations, occupational Health and Safety and organizational development.
• Work closely with higher management for the company objective implementation as per law of the
country.
Public Relation (PR) domain (Marketing Department)
• Lead Opus Media & marketing cell.
• Create content for Opus social media pages Facebook, LinkedIn, YouTube, twitter etc.
• Manage and handle Opus official website and upload updated information on it.
• Conduct and record interviews for Opus management, Transport department, transporters,
employees etc. (when needed)
• Promote and create soft image of the company.
• Coordinate with print media, TV for public awareness and try to get attention of the public.
• Work closely with operations Head, Regional Managers and stations teams for latest developments at
stations and make PR strategy accordingly.
Customer Services domain (Customer Care Department)
• Lead Customer services department.
• Identify gaps in processes and opportunities to gain more access to potential customers.
• Monitor service quality of the both in-bound & out-bound call centers.
• Update department about latest developments in the company and make CS strategy accordingly.
• Coordinate with IT for website updates/corrections etc.
• Conduct performance reviews of the team and recognize accordingly.
• Closely work with operations team for customer data & fee penalties.
• Prepare daily, weekly, monthly analytical reports for higher management
Opus Inspection
• Set up of an HR Department from scratch for Pakistan operations of OPUS.
• Work closely with Europe & USA HR leadership to establish “Global framework with local
flexibility” philosophy of OPUS.
• Employer branding, attracting new talent to the organization and arranging their all-training needs.
• Develop and implement a performance evaluation system.
• Employee’s Health Insurance & Life Insurance end-to-end management with insurance companies.
• Policy Making and its implementation.
• HR Operations monitoring and control.
• Conduct training programs for all course managers, department coordinators and trainer roles defined
in LMS ensuring adequate user knowledge of the system.
• Conduct Training Sessions and open for all for any training/guidance needs.
• Responsible for data migration and uploads to update all training records in the system for user
departments.
• ERP implementation, monitoring and control.
• Govt. offices corresponding (EOBI, PESSI etc.) and legal compliance with labor department.
• End to end employee life cycle management.
• Managing the complete recruitment life cycle for sourcing the best talent from diverse sources after
identification of manpower requirements.
• Planning human resource requirements in consultation with heads of different functional & operational
areas and conducting selection interviews.
• Working to resolve employee complaints involving working conditions, harassment, disciplinary
actions, etc. according to company policies and applicable legal requirements
• Conducting Performance Appraisal Awareness sessions and supporting Center of expertise in various
programs.
• Payroll end to end processing for active employees.
• Final settlement end to end processing for relieving employees.
• Responsible for analyzing, defining and developing business processes, roles, responsibilities &
Accountabilities. Analyzes jobs descriptions, workflow processes, and the resulting outcomes for the
entire HR department.
• Communicate and update higher management in USA and Sweden
Guard Filters, Guard Oil, Guard Friction, Guard Agri, )
• Review the existing HR policies and procedures, and identify the gaps and weaknesses in the human
resource management policies.
• Propose and develop new comprehensive HR related policies such as policies for recruitment and
selection, performance management, trainings, employee retention, compensations and incentives,
conflict resolution, disciplinary rules, employee well-being, and employee termination.
• Identify and assist in recruitment of the required human resource and expertise in alignment with the
needs, objectives and strategic goals of the organization.
• Prepare and implement standard operating procedures (SOPs) and manuals to ensure complete
understanding and consistency among staff about the work processes.
• Develop, design and assist in implementation of a transparent employee appraisal system and/or
performance management system which ensures thorough assessment of achievements and a link to
employee incentive systems.
• Develop a system of feedback/monitoring for the trained staff to assess their satisfaction with training
program and improvement in the performance.
• Prepare presentations/reports analysis for higher management for the insight of overall HR
Department.
• Chair meetings with different department heads for brain storming and future planning in liaison with
HR requirements.
• Making sure that the newly hired employees are provided appropriate training to help them gel with
their respective team, culture, and overall organization environment through New Hire Induction
Program.
• Facilitate line managers in managing workplace conflicts and addressing employee issues
• To provide a platform for the employees to share their issues, problems, feedback, conflicts etc. and
share this valuable information with the senior management.
• Coordinate with HODs & line managers to facilitate them through performance and compensation
reviews
Responsible for executing all HR operations such as hiring, training, benefits administration and
employee management.
• Manage day-to-day operational tasks which provide support to assigned business channel.
• Process monthly payroll and coordinate with finance payroll team for any issues and its solutions.
• Employee data management including portal development and coordinating with stake holders such as
finance, IT and regional teams to ensure data accuracy.
• To ensure smooth exit of employees by complying with final settlement process.
• Warning letter issuance for non-performers.
• Manage and execute promotions internal transfers by processing paper work and taking relevant
approvals.
• Leading special projects directed by VimpleCom which pertaining to compliance to SOPs,
international HR Labor laws and employee satisfaction surveys.
• Reporting and trend analysis for employee turn-over, regional and departmental wise performance
analysis, warning letters reports, resignations/termination counts, internal audits of HR and share with
management
Anti-Bribery Anti-Corruption International Compliance Association
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