1. Onboarding & Employee Setup

Own the accuracy and completeness of every employee's transition from offer acceptance to active employment.

• Ensure all employment contracts, policy acknowledgements, and statutory documentation are signed, filed, and maintained in employee records.

• Verify employee master data including CNIC, salary, designation, reporting lines, bank accounts, dependents, next of Kin and emergency contacts before activation.

• Manage employee setup across HRMS (Resourceinn), payroll systems, medical insurance portals, provident fund platform (Resourceinn and Pak Takaful), EOBI, and other benefits systems.

• Determine eligibility for benefits and ensure enrollments are completed accurately and within timelines.

• Maintain complete and audit-ready employee files from day one of employment.

2. Payroll, Benefits & Employee Data Governance

Own the integrity of employee data, payroll processing, and benefits administration throughout the employee lifecycle.

• Manage monthly payroll processing, ensuring salaries, commissions, deductions, taxes, and adjustments are accurate and compliant.

• Validate commission submissions against approved business logic before payroll processing.

• Manage both PKR and foreign currency payrolls, ensuring timely and accurate disbursements.

• Process salary revisions, promotions, transfers, and increment cycles accurately based on approved recommendations.

• Maintain accurate employee records across all systems and ensure data consistency between HR, payroll, and third-party benifits platforms.

• Oversee Provident Fund, EOBI, IPD, life insurance, fuel benefits, and all employee benefit programs to ensure accurate enrollment, billing, and employee coverage.

• Manage the company's OPD benefit program, including employee eligibility, claim tracking, utilization monitoring, and accurate management of annual limits and balances.

• Conduct regular audits of benefits utilization and eligibility to ensure there are no inactive employees, duplicate enrollments, billing discrepancies, or coverage gaps.

• Reconcile monthly invoices from insurance providers, benefit vendors, and service partners to ensure the company is billed accurately.

3. Compliance, Controls & Workforce Insights

Act as the custodian of employee governance, compliance, and workforce data integrity.

• Maintain organizational readiness for internal audits, external audits, due diligence exercises, and compliance reviews.

• Ensure compliance with labor laws, taxation requirements, EOBI regulations, company policies, and statutory obligations.

• Develop controls and processes that minimize payroll errors, documentation gaps, compliance risks, and operational inefficiencies.

• Conduct recurring audits of employee records, payroll data, benefits enrollment, and HR systems to ensure accuracy and completeness.

• Manage vendor contracts, renewals, documentation, and payment validations to ensure service quality and prevent overbilling.

• Monitor monthly workforce metrics including attrition, headcount movements, benefits utilization, compensation trends, and payroll fluctuations.

• Benchmark compensation and benefits against the market and support the development of salary bands and pay structures for Talent Acquisition and workforce planning.

• Provide leadership with reliable workforce analytics and actionable insights to support people-related decisions.

4. Offboarding & Final Settlement

Ensure every employee exits the organization accurately, compliantly, and with complete documentation.

• Manage end-to-end offboarding processes in accordance with company policy and legal requirements.

• Ensure resignation records, approvals, exit documentation, warning letters, PIPs, disciplinary records, and supporting correspondence are maintained in employee files.

• Process final settlements including pending commissions, recoveries, leave encashments, notice period adjustments, and statutory obligations.

• Ensure timely removal from payroll, insurance programs, fuel benefits, provident fund, EOBI, HR systems, and all third-party platforms.

• Maintain complete audit trails for all employee separations and ensure records remain compliant and readily accessible.

Success Looks Like

• Payroll is processed accurately and on time every month.

• Employee files are complete, compliant, and audit-ready at all times.

• Benefits enrollment, utilization, and billing are accurate with no financial leakage.

• Leadership can rely on workforce data for decision-making.

• Compliance risks are proactively identified and addressed.

• Employee lifecycle processes operate consistently without dependency on individual knowledge.

• The organization can confidently withstand internal, external, or regulatory audits at any time.