Higher Education launched an extensive and tailor made Job Evaluation Project “Higher Education Role Analysis” (HERA) aimed at being sufficiently dynamic to respond to the differing needs of institutions and support a range of human resource management objectives to assist in job design, aid the assessment of equitable basic grades (and pay levels) and facilitate pay flexibility and performance rewards.

Working for London South Bank University as Role Analyst (Consultant) from August 2006 to present based in London:

Main responsibilities include;
- Analyzing existing roles to assess the level of the accountabilities and skills and expertise required through:
- Analyzing Job Descriptions in the context of organizational structure
- One-on-one and group interviews
- Obtain valid evidence about the role requirements and ensure that the evidence is robust and complete enough to score
- Evaluating and scoring analyzed roles in “Tower Perrin”
- Depending upon circumstances, presenting conclusions to Grading Panel, Steering Group or Appeals Panel

Paktel Ltd., pioneers of cellular technology in Pakistan laid the foundation of the mobile industry in 1990. Millicom International Cellular (MIC) is a leading international operator of cellular technology services. Currently MIC is running 4 networks in parallel, Paktel GSM, Paktel TDMA, Instaphone CDMA (Pakcom), Instaphone CDMA (Pakcom).

Worked with Millicom International Cellular/Paktel in the capacity of Manager Compensation and Benefits in Human Resources Division, from March 2005 to March 2006 based in Islamabad.

Major responsibilities were:

- Overall management of employee’s benefits and compensation package as per entitlements including policy making, frequent revisions and implementation of the policy.
- Management of payroll system i.e. salary, LFA, Car Allowance, Medical Allowances, Tax module, leave encashment, Provident Fund, Gratuity and other benefits offered to full time, contract and outsourced employees.
- Overall responsibility of Job Analysis and Job Evaluation (HayGroup Model) and structuring grade and pay system accordingly.
- Management of personnel matters and employees relations, including complaint handling, disciplinary actions and employees grievance handling as per company policy.
- Processing resignations, final settlements and issuing Employment and Experience Certificates.
- Managing Employee database through HRIS system, maintaining Personal Files and sharing Headcount figures with Head Offices in Luxemburg and Singapore.
- Conducting surveys and research studies related to employees benefits and compensation programs offered by other companies to remain competitive in the market and telecom industry and to ensure internal equity.
- Development of policies, procedures and staff manuals on HR related policies and procedures.
- Responsible for compliance with audit requirements including SOX (Sarbanes Oxley Act) in Pakistan in order to get certification from external auditors on smooth operation of business processes of organisation.

(One of its unique type of a bank established with the vision and endeavor to cater the needs of women and striving for their empowerment in the country, having its 38 all over Pakistan with a staff strength of more than 600 employees both male and female)

Worked with First Women Bank Ltd. in the capacity of Head Of Human Resources Division and managing HR department of the bank being based at Head Office in Karachi. Under the supervision of the President of the Bank, I remained associated with the Bank from September 2004 to April 2005.
Major responsibilities were:
- Overall management of the Human Resource Division.
- Developing policies and procedures under the rules and regulation governed by Labor Laws as well as Bank’s own Human Resources related Policies.
- Recruitment of permanent and contract staff through HR Consultancy Firms, directly from the job market and through advertisement in the newspapers.
- Conducting Training Programs for the staff members matching their current needs as well as embarking upon preparation of career plans of the bank employees.
- Managing payroll system and other Employees Benefits are as per rules and regulations of the Bank.
- Implementing Performance Management Systems; setting performance indicators, conducting performance assessment interviews and preparing merit List of employees eligible for promotions as per Bank’s promotion policy.
- Updating Service Rules of the Bank to bring it at par to the Banking sector.
- Managing employee’s relations, disciplinary actions and grievance handling.

(Sponsored by UNHCR which provides relief and Aid on humanitarian grounds to needy and desperate people in crisis)
Remained entrusted with the responsibility of Program Manager from October
2001 to August 2004 and was responsible for the following:

- Overall management of various projects in terms of managing work and staff, managing accounts, managing information, managing resources, developing policies and procedures, developing monitoring tools and preparing progress reports, overall project planning, etc.
- Overall responsibility of staff recruitment, staff induction and their career planning.
- Preparing training and development plans for current assignments as well as future plans.
- Preparing project proposals for Expansion of scope and area of work.
- Monitoring and evaluation of project activities as per Agreements with donors
- Employees Benefits and Pay Structure

(An American based Consultancy Firm offering consultancy services in various disciplines aimed at capacity building of staff hired for Asian Development Bank and World Bank for their program in Pakistan)

Remained attached with the firm as a Consultant from March to August 2000 on Pat Feeder Commander Area Development Project, Baluchistan, sponsored by the Asian Development Bank as a Gender Specialist (Consultant). Main functions included:

- Identifying core competencies and required skills and expertise to maximize the impacts of the project.
- Developing policies and procedures for developing human resources of Project staff.
- Carrying on Training Needs Assessment to assess the existing level of project staff and organizing related training programs to build the capacity of staff as per project requirements.
- Capacity building of project staff with special focus on skill development of female project staff
- Design and organization of relevant training events, like report writing, development of training material, communication skills, monitoring and evaluation, project planning and so on.
- Preparing project proposals for capacity building of Community Based Organizations
- Monitoring and evaluation of project activities to ensure gender sensitive project activities

(In order to streamline Irrigation Department to function as autonomous body instead of Government Department, World Bank, in collaboration with Govt. of Pakistan, launched an extensive restructuring program for Irrigation Department in Balochistan. To implement the restructuring plan, an Institutional Strengthening component was established to build the capacity of existing staff required for newly defined aims and goals.)

As Training Specialist (Consultant) from January to November 1999 performed the following key functions:
- Identifying skills required for restructuring process and its impacts on various components.
- Changing organizational behavior for a participatory working environment.
- Developing new career plans as an alternate to those developed by Government of Pakistan Irrigation Department.
- Training Needs Assessment to identify existing skills and expertise as well as required competencies for newly restructured Project
- Designing and implementing an extensive training program (more than six months duration in various blocks) for all cadres to enhance the skills of staff in the light of newly defined project targets.

(UK based company working for Operation and Maintenance Contractor for HUBCO (Hub Power Project) in Pakistan with staff strength of more than 1000 employees).

Worked as Administration Officer from April 1996 to June 1998 and pivotal role in the Administration Department with following responsibilities:
- Budgeting, forecasting and planning to provide the administrative services to the Company.
- Developing Performance Related Pay scheme for Company staff.
- Preparation & Implementation of Performance Appraisals for Performance related Pay Scheme through setting targets, identifying assessment methods, accomplishment reviews and other relevant tasks.
- Supervision of accommodation and catering facilities for Company and Contract Staff according to their job entitlements.
- Supervision of the operation of a photocopy and mail service section.
- Member of Sports & Social Club Committee.
- As a team member of Social Action Program, identifying and prioritizing development needs of local community to improve their living standards.
- Implementing Social Action Program in the light of identified and agreed development activities through community participation.

(BRSP is a German funded integrated rural development project working for the uplift of rural community throughout Balochistan through its Regional Field Officers covering a wide range of community development issues like rural finance, agriculture, livestock, income generation, women in development and other related areas.)

Headed the HR department with functional title Human Resource Manager from April 1992 to March 1996 and main responsibilities included:
- Developing policies, procedures and Staff Charter under the supervision of Project Consultant.
- Identifying training and development needs for project staff and community leaders and members
- Developing staff charter for the employees of the company.
- Preparation of performance appraisals
- Designing and organizing of training event.
- Coordination with government and private sector organizations in the areas related to the project activities
- Development of audio-visual aids for effective dissemination of information

(A joint venture of World Bank and USAID to assess the socio-economic conditions of Pakistan. For this purpose first hand data was collected at provincial level. The collected data was compiled and analyzed and each provincial team prepared a comprehensive survey reports based on findings in the light of analyzed data).

Remained associated as Female Enumerator from December 1990 to December 1991 with key activities as under:

- Preparation of questionnaires
- Data collection and compilation
- Analysis of data and compilation of findings
- Preparing survey reports