1. Lubna Tawakkul
CAREER OBJECTIVE
To work at a challenging position within a dynamic organization for mutual gain and growth
Executive summary: career synopsis
Have over 15 years of experience in HR & Administration with following achievements: i.e.
system development, formulation of HR policies & procedures, SOPS, handled recruitment
assignments, prepared employee handbooks on numerous companies, Setup systematically
HR & Admin Departments and developed Human Resource Management System.
Implemented staff attendance Management System, Assisted Software Team in the
Development of HRMS and Company’s Intranet Portal, Prepared & Implemented ISO
9000:2000 Standards in the Company. Implemented Training procedures, developed
corporate training plans. Prepared Handout / Course Material and conducted Staff training,
salary and compensation management. Handled staff discipline and grievance matters to
ensure proper reward / disciplinary action. Capable to handle more than 2000 employees
with excellent communication skills at all levels. Handled repair & maintenance, Security,
Janitorial, maintenance, civil, electrical work, also I handled pool of company vehicles, hotel
reservations, ticketing, visas for Employees and Executives, provided protocol to visiting
Executives. Capable to handle over 2000 employees with excellent communication skills at
all levels.Self-driven and result oriented strategic business partner with 20 years of broad-
based functional experience in various sectors with both strategic & hands-on experience in
shaping and delivering organizational HR objectives, leveraging core capabilities and
ensuring outcome orientation.  Played pivotal role as change agent with a pragmatic
approach and stimuli for capacity building initiatives to address the contemporary business
challenges of attaining business growth, cost controlling and attracting/retaining talent in
FMCG, Manufacturing and Healthcare industries.  Proven ability to work with senior
management in integrating the HR function within the overall business strategy. Adept at
working in agile environments with multiple deliverables. Ability to interact effectively with
large teams at different levels and functions.  Demonstrated expertise in HR strategic
management, organizational development, Compensation and Benefits administration,
Manpower Planning, Recruitment, Employee Relations and other Core HR functions
C O R E C O M P E T E N C I E S:
 Industrial/Employee Relations
 Staff Recruitment & Retention
 Policies & Procedures development

2.  HR Information Systems
 Performance Management
 Comp & Benefits Administration On-Boarding & Orientation
 Training & Development
 Conflict management
Management Trainee Program:
Design and implement Management Trainee Program to develop graduate trainees for future
leadership roles. The trainees are to be given a broad idea of all relevant processes and focus
areas pertinent to our business model. More specifically the program’s key objectives are to
groom the trainees to:
 Develop an all-round bird’s eye view of the business
 Develop strategic thought process
 Polish fundamental skills
 Improve personality and grooming
Training and development:
a. Core competencies
i. Finance & Accounts basics
ii. Office etiquettes & grooming
iii. Business ethics & controls
iv. Supply Chain & Logistics Management
v. Procurement & contracts
b. Managerial Competencies
i. Leadership
ii. Team work
iii. Motivation
iv. Conflict resolution & Negotiation skills
c. Building the Vision
i. Strategic Management
ii. Macro Economics
Generalist, compensation & benefits
Administers health and welfare plans as well as works with retirement plan.
Processes required documentation to ensure accurate record keeping and proper deductions.
Conducts new employee orientations to ensure employees gain an understanding of benefits.

3. Counsels employees (and potential employees/applicants) on plan provisions so that individuals
can make informed decisions on benefits.
Resolves employee concerns related to health and welfare plans functioning as liaison with
various insurance carriers.
Writes, revises, edits and proofreads company policies and procedures and related documents
as needed.
Works with hiring managers to develop job descriptions.
Leads the creation of a recruiting and interviewing plan for each open position identifying
effective sources. Efficiently and effectively assist in filling open positions.
Assists with development/implementation of performance evaluation and rewards systems.
Participates in surveys to ensure pay scale complies with changing laws and regulations and
meets organizations objectives.
Assist in benchmarking positions against market to ensure competitive compensation.
Coordinates implementation/ maintenance of Human Resource Information Systems (HRIS).
Payroll
Responsible for the provision of accurate payroll data for use with the Financial Statistical
Modeling process in addition to the annual budget requirements.
Ensure compliance with taxation and superannuation changes and the financial implications in
respect to payroll.
Ensure payroll processing complies with legal, ethical and professional standards.
Communicate salary services, benefits, policies and procedures to the Organization.
Provide salary and wages remuneration data for remuneration surveys and to support annual
salary review.
Manage the application of the annual remuneration review process, including liaising with GMs,
coordinating market benchmarking research.
Preparing Executive approvals, amending the industrial salary model and administrating
increases as required.
Benchmarking of remuneration and benefits to ensure organization is competitive in the labor
market.
Assist in the development of relevant policies and procedures with Finance staff.
Recruitment
Designs, develops and maintain the recruitment process in the organization (including its
description, recruitment measurement definitions, regular measurement reporting, taking proper
actions to close gaps).
Designs the selection matrix for choosing the optimum recruitment channel and recruitment
source.
Explores the market best practices in the recruitment and staffing and implement appropriate
best practices in the organization.
Builds a quality relationship with the internal customers and external recruitment agencies.
Monitors and constantly reduces the costs of the recruitment process.
Sets the social media communication strategy for different job profiles and functions in the
organization.
Conducts job interviews for the personal job positions (or key jobs in the organization).
Monitors the labor legislation and implements required changes to keep the process compliant.

4. Manages and develops the team of HR Recruiters.
Acts as a single point of contact for persons regarding recruitment topics.
Designs training recruitment for HR Recruiters and line persons.
WORK EXPERIENCE:
SR MANAGER HUMAN RESOURCE SRSO(SIND RURAL SUPPORT ORGANIZATION)
FEB 2016 TILL DATE
DEVELOPING AND IMPLEMENTATION OF PERSONAL POLICIES AND SYSTEMS AND
MANAGING THE HUMAN RESOURCE PORTFOLIO OF THE COMPANY IN ALLIGNMENT
WITH COMPANY OBJECTIVES
 Overall management of the Human Resources function including, Recruitment,
Compensation, Performance Management, Human Resource Development, health,
safety, benefits, employee motivation and highest level of productivity
 Develop/review personnel policies and where necessary, propose changes/
amendments.
 Formulate objective oriented performance appraisal system and oversee effective
implementation of the system.
 As a Senior Manager HR, the candidate will have a central role in the recruitment
policies and processes for ensuring that the organization comprises of robust team.
 Support senior management in managing the promotions, transfers and
separation/termination issues in accordance with laid down policies Performance tuning,
handling and efficient utilization of computerized HRIS, ensure that database is
generating accurate and multi-dimensional HR reports/data and its efficient management
and updating Capacity building and monitoring the performance of all HR staff
(especially training on database management)
 Assist senior management in organizational design in respect of organizational
structure, design and Classification of positions, and human resource planning in context
of mission, goals and objectives of the organization
 Management of the insurance portfolio (Life/Medical), ensuring that all eligible staff have
got relevant insurance plan.
 Evolve and implement effective communication between the HR and rest of the
organization.
 Ensure that a uniform and up to date file management system is being practiced by all
HR staff. Evolve and implement a human resource development program for the staff
commensurate with organizational goals Compliance with documentation and reporting
requirements specified by the Executive Management
SR GM HUMAN RESOURCE U&I GROUP OF COMPANIES

5. APRIL 2015 TILL NOV 2015 JUNAID JAMSHED
ALMIRAH
 Develops organization’s strategies & objectives by identifying and researching human
resources issues; contributing information, analysis, and recommendations to organization
strategic thinking and direction.
 Ensures coordination & implementation of services, policies, recruitment, training &
development and other programs through Human Resources staff; and assists and advises
company managers about Human Resources issues.
 Ensure retention of best talent, performance management of overall talent and enhancing
the performance driven culture by implementing performance management systems.
 Assist in preparing year end performance appraisal reports of all employees for increments
and promotion purpose & issue the promotion and increment letters to employees.
 Deal with unions and employees on any performance or grievance issues in a legally
compliant and professional way.
 Conduct occupational health referrals and providing support, improve training and
development related processes, to include identification of training needs, design, delivery
and evaluation of development programs.
 Develop and implement equal opportunity policy, anti-harassment policy and involvement in
all redundancy consultations.
 Oversee information and reports on data such as staff turnover, references, cost per hire,
training hours per person, etc.
 Capacity building of all managers for building and maintaining effective working relations
with employees and their matters.
SR.MANAGER HUMAN RESOURCES
SEPTEMBER 2012- MARCH 2015 E2E SUPPLY CHAIN MANAGEMENT LTD
(GROUP)
E2E BE (RBO)
E2E LOGISTICS
PRIME HUMAN RESOURCE
AGRIMUNDI (CORPORTAE FARMING)
 Develops and Implements human resources strategies by establishing department
accountabilities, design and delivery of all HR policies and ensure they are in line with
industry practices.
 Supervision on all HR practices performed by managers and advice them in talent
acquisition, staffing, recruiting, employment processing, compensation, training and
development, records management, safety and health, employee relations and retention
and other programs.
 To develop and maintain performance evaluation plans & systems to enhance and
implement an annual Appraisal system for all employees.
 Deal with unions and employees on grievance issues & ensure legal compliance by
monitoring and implementing applicable human resource federal and state requirements;
conducting investigations; maintaining records; representing the organization.
 Review analysis of activities, costs, operations and forecast data to determine department or
division progress toward stated goals and objectives.

6.  Provide advice to Managers and staff on employee-related and organizational matters.
 Involvement in all redundancy consultations.
 Develop, implement and promote occupational health and safety policy, equal opportunity
policy, gender-discrimination and anti-harassment policy.
 Developing, implementing policies and procedures in the area of benefits, compensation
and organisational development.
 Train Managers in their respective domains including personnel and workplace relation
matters.
SR.MANAGER HUMAN RESOURCES
SEPTEMBER 2007- TILL AUGUST 2012 OCS WORLD WIDE GROUP
 Develop & implement human resources operations and management strategies by
estimating, forecasting, and anticipating requirements, trends, resources, action plans, goals
and objectives to meet business and profitability growth objectives.
 Provide advice and guidance to managers on Human Resources function relating to
recruitment and selection, inductions, training & development matters and associated terms
and conditions. Interview senior hires when necessary.
 Ensure all staff receive appropriate appraisal and improve individual and team performance
by developing and implementing effective performance management systems.
 Review staff salaries and make recommendations for pay rises in consultation with
departmental heads. Implement any increases and promotions.
 Represent organization to deal with unions & employees for hearing and resolving employee
grievances; counseling employees and supervisors.
 Ensure effective utilization of manpower by working with functional heads on a cross
functional staffing system.
 Involvement in all redundancy consultations.
 Develop and implement health and safety policy, equal opportunity policy and programs and
anti-harassment policy.
 Ensure that managers are trained to build and maintain effective working relations with
employees and their matters.
 Provide advice to Managers and staff on employee-related and organizational matters.
NOVEMBER 2005-SEPTEMBER 2007 TAQ EXPRESS
 Manager Human Resources & Branch Head
 Deals with all Customer Related Issues & Vendors
 Preparing Reports for Head Office on daily basis regarding Outbound and Inbound of
Karachi office
 Deal with all Office Matter / HR and Administration both
 All kinds of International Shipments Handling
MAY 2003 – FEB 2005 MINISTRY OF SAFRON & KANA GOVERNMENT OF PAKISTAN
(UNHCR)
 Repatriation Officer and Interpreter Registration Focal Person in (ARRC) Afghan
Refugees Repatriation Cell

7.  Coordinated Census and Registration of Afghan Citizens in Sindh, a Project of UNHCR
NOV 2002 – APRIL 2003
 Research Assistant under Syed Sikandar Mehdi, Director, Refugee and Migration
Studies Programme (registered in Oslo)
OCT 2001 – 2002 HOPE (THE WHO PROJECT)
 Administrator at HOPE Community Centre
 Research Officer for WHO’s Project on Gender Perspective Regarding Tuberculosis
FEB 2001 – SEP 2001 HARVEST TOP-WORTH KARACHI
 Marketing Assistant (Money Investment)
ACADEMIC QUALIFICATION
2005-2006 MBA Human Resource Management PIMSAT
2001 Masters in International Relations Karachi UNIVERSITY
2000 BA Honours (IR, Mass Communication & Sociology) Karachi University
1998 HSC (Sociology, Education & Islamic Studies) BIE, K
1992 SSC (Science) BSE, K
PROFESSIONAL DEVELOPMENT
 Attended and presented paper at the two-week conference on Peace and Human Right
by SAFHR (South Asian Forum for Human Rights) in July 2003 at Kathmandu, Nepal
 Attended two-day workshops on FORCED MIGRATION organized by Department of
International Relations, University of Karachi and Hanns Seidel Foundation, Germany at
Islamabad in April and December 2002
 Participated in two-week Leadership Programme in Reproductive Health organized by
Population Council of USA in May 2002 at Islamabad
 Developed Proposal for funding on Understanding of Puberty and Sexual Health among
Adolescent of age 10-15 of different Socio-Economic Classes in Karachi with the team of
AHAUNG
 Planned and conducted workshop on Ways to implement DOTS in Sindh for community
and health workers of HOPE at Avari Towers, Karachi
 Done course on PI (Predictive Index) personality assessment, and using it for trainings,
job rotations, appraisals, right placements.
 Done Professional learning indicator course to identify learning ability and using this tool
for hiring.
PUBLICATIONS
 Report on Migratory Trends in South Asia in South Asia Journal, Karachi, February 2003
 Article on Curtailed Autonomy for South Asian Women in South Asia Journal Karachi,
March 2003

8.  Article on Sufferings of Immigrant of Indian Punjab to Pakistani Punjab in 1947 to1950 in
Daily Jung of October 2002
ADDITIONAL INFORMATION
 Computer literate – Microsoft Office
 Fluent in English, Pashto and Sindhi
 Member Population Association of Pakistan (PAP) National Level
 Member Pakistan Institute of International Affairs (PIIA), Karachi
 French language course from Karachi University affiliated institute Generation.
PERSONAL INFORMATION
Father’s Name Syed Tawakkul Husain
Date of Birth November 16, 1975
Address House No 4 1st
floor Al Badar Square Nazimabad #4
Skype: lubnatawakkul
Mobile # 0333-2908111
E-mail lubna_109@hotmail.com,
References will be furnish if required