HR Policies
- Formulate, compile and execution of contemporary HR policies, practices and procedures (recruitment policy, retention policy, evaluation policy, training policy, promotion policy, termination policy) etc, work manuals, employee’s handbook, service rules, code of conduct in comparison with the labour, employment laws and best market practices, modification to existing policies and to ensure that HR initiatives are innovative and cost effective.
- Train, support and advise department managers in the operation of HR policies, practices and procedures, applicable federal and provincial human resource legislation.
HR Correspondence
- Drafting of HR related correspondence (appointments, transfers, retirement, promotions, demotions, suspension, charge sheet, show cause, warnings, dismissals, full and final settlement, termination, enquiry letters, grievance reply) etc in alignment with the corporate human resource policies, code of conduct, service rules, employment and labour laws.
HR Audit
- Review of occupational classifications, job specifications, job descriptions and essential job functions, employment forms etc.
- Review of health, safety and environment measures in compliance with the Factories Act and Industrial & Commercial Employment Ordinance.
HR Management Information System
- Oracle based Human Resource Management Information System through creativity and innovation whilst ensuring its effective implementation
- Analysis of different MIS reports (employee turnover, absence and functional headcount reporting with accuracy and integrity of source data, payroll, personnel records, leaves, controlling overtime, HR Accounting) etc.
HR Training & Development
- Co-ordination with the department heads in all aspects of the training cycle beginning from identification of specific training needs to a complete training evaluation
- Identifying training gaps, recommending solutions, updating current training materials, layout annual training plans, schedules, deploy an effective post training process, initiating and developing customized courses to enhance the effectiveness of employees knowledge, technical skills and upgrading attitude of work values
- Aligned with business plan / goals, focusing at enhancing performance through a combination of innovative training initiatives to support the organization’s commitment to personal development
- Arrange soft skills training to employees, particularly in the areas of communication, leadership and supervisory skills and liaising with stake holders, training institutions as required.
HR Operations
- Oversee the operations of HR department and facilitate the organization’s cultural and structural transformation.
- Co-ordinate with the global HR team and represent internationally related to HR and legal issues in consultation with foreign associates, solicitors and attorneys.
Pay Roll Administration & Compensation
- Develop pay roll administration, methods and standards of remuneration, merit pay system, fair salary structure, salary scales in consonance with the Payment of Wages Act and Minimum Wages Ordinance, evaluating salary analysis, surveys and prediction of market changes, wages trends competitively pitched to attract caliber workforce and motivate competent, capable and committed existing staff at all levels in the organization, while strengthening the position as an employer of choice.
- Improve compensation procedures (severance pay etc), research and prepare numerical analysis data and comparable practices both within and outside the industry or sector in the area of pay and allowances.
Performance Management
- Implementation of transparent and fair performance management system and to ensure that its effectiveness is monitored and reported to HR Head particularly in regard to post training implementation (e.g. assisting the line managers in agreeing to competencies, setting objectives and drawing up development plans for individuals
- Implementation of 360 degree performance appraisal measures and systems, behavior and results oriented rating methods, personnel comparison systems, employee evaluation as per Hay MSL job grading system, job analysis, deployment of leadership competency, business excellence models and profiling pertaining to mgmt positions.
Motivation Tools & Fringe Benefits
- Research and develop employees motivation programs (awards, rewards and recognition), incentives for executives and lower level employees, team incentives, profit and gain sharing, employment equity, bonus, sale incentives, stock options, performance pay etc.
- Plan employees fringe benefit programs (medical, long and short term disability, leave fare assistance, loans, insurance, terminal benefits, provident fund, gratuity, pension schemes, educational stipends) etc.
Succession Planning
- Prepare succession planning in conjunction with the manager level executives over their short and longer term staffing needs and deliver tailored recruitment solutions efficiently and cost effectively to fulfill the periodic goals and targets.
Recruitment Methodologies
- Conduct recruitment methodologies and assessment tools in the hiring decision making process (evaluate resumes through online applications forms, initial screening, short listing of candidates for final selection in executive and non executive cadre, competency based and semi structured interviews, personality profiling, SWOT analysis, scheduling and integrity tests, leadership ability, recommendation, reference checks, assessment session including psychometric assessment, peer assessment) etc and other inter related procedures and to ensure proper and equal opportunities to candidates from all regional, provincial and social backgrounds.
Executive Search & Head Hunting
- Planning, developing and deploying a robust executive search process and sourcing through university relations, print media quality advertisements, professional bodies etc
- Identify and support talent management process to fill capability gaps and match employee skills with company requirements to create best blend.
Due Diligence Process
- Conduct due diligence exercise in respect of HR matters of privatizations transactions being undertaken by the Government of Pakistan.
Outsourced Employees Issues
- Outsourced employees issues of the non core functions of the company (industrial canteen, cafeteria, employees transportation, security companies, janitorial services etc)
- Provide workable solutions to maintain congenial environment and gender justice with the work force
- Develop latest trend in contract management through professional compliance.
Disciplinary Matters
- Assist department heads on conducting domestic enquiries and reports in all disciplinary matters of the employees (misappropriation of funds, habitual late attendance, disorderly behavior, illegal gratification, inefficiency, fraud, malingering, misleading statements, willful insubordination, willful damage to property, absence for more than 10 days, irregularities, breach of any law, negligence) etc.
Social Compliance
- Co-ordinate with the social compliance managers and ensure compliance with legal requirements, established good practices, periodical returns and registrations with legislations (Factories Act, Industrial & Commercial Employment (Standing Orders Ordinance, Maternity Benefit Ordinance, Education CESS, Employees Social Security Ordinance, Employees Old Age Benefits, Workers Profit Participation Act) etc.
Interpretation of Laws
- Interpretation and ensure adherence of all prevailing laws, usage, customs, practices, statutory provisions and regulations applicable to workmen and non workmen (management cadre) such as Removal from Service (Special Powers Ordinance), Government Servant Efficiency Discipline Rule, Civil Servant Appeal Rules, NIRC Rules & Regulations, Workmen Compensation Act, Employers Liability Act, Workers Welfare Fund Ordinance, Factories Canteen Rules etc.
Legal Solutions
- Advise clients of their legal rights. Provide case laws, citations, judgments, gazette notifications and circulars on various amendments from the Ministry of Labour.
- Conduct of in depth research of legal precedents and analysis, drawing conclusions and dealt with a broad range of labour and industrial legislations, formulate legal inputs, opinions, comments and reports.
Legal Documentation
- Drafting, vetting and review of legal documents (legal notices, disclaimers, conveyancing of enforceable contracts (employment contracts), deeds, negotiation of settlements and collective agreements with CBA, (outsourcing or contractor’s agreements, union agreements) and other documents of commercial nature in consonance with law.
Litigation Support
- Undertake appropriate legal action in circumstances of disputes from the management side. Handle versatile nature of litigations before the various courts of law and forums (Supreme Court, High Courts, Labour Appellate Tribunals, Labour Courts, NIRC, Federal Service Tribunal, SESSI, EOBI, Commissioner Workmen Compensation) etc in relation to trade union matters and individual employees.
- Drafting of pleadings, revision petitions, appeals with case histories, para wise legal objections, reply statements, counter affidavits, written arguments, rejoinders and assembling of documentary evidence.
Industrial Relations Strategies
- Evaluate the broad spectrum of key IR strategies with confidentiality to make the company economically more viable such as contract management, lay off, lock out, retrenchment etc in consonance with labour laws.
- To tackle trade union problems, mediate industrial disputes, unfair labor practices, charter of demands, effective co-ordination between management and union and application of legal solutions within the parameters of Industrial Relations Ordinance and Sindh Industrial Relations Rules.
Liaison
- Represent employer on various joint committees and bilateral conciliation meetings with the labour department to maintain ongoing relations between management and employees, promote harmonious culture, industrial peace and harmony in the company.
- Maintain professional relationship with the union federations at different levels and public relation with the external bodies, concerned regulatory and statutory authorities and other officials of government functionaries including Ministry of Labour etc in connection with the legal, Human Resource, Industrial Relations issues of the company.
