+923355555599

M. Khurram Shoukat
Deputy Director Human Resource

CONTACT
PROFILE
+923334615404 +923355555599
A seasoned HR professional with nearly 13 years of expertise in
[email protected] Human Capital Management across a range of leading sectors,
[email protected]
including Telecom, Trading & Distribution, Aviation, Transport
https://www.linkedin.com/in/mk and Social Welfare. Proven track record in transforming HR
hurramshoukat / functions, structures, systems, policies, and procedures to align
with organizational culture and industry dynamics. Adept at
driving HR innovation and efficiency in complex structures and
collaborative work environments. Seeking a challenging role in a
House # 67, Block-B, Muhafiz Town
dynamic organization that values human capital as a critical
Multan Road Lahore component of its success. Eager to explore new global HR
PO Box: 53710 horizons, enhance skills, and adapt techniques to meet evolving
industry needs.

EDUCATION
EXPERIENCE
MB A ( HR M ) E q u iv al en t to
MSwith distinction (3.88) D e p uty D ir e ct or HR & A d mi n
University of Central Punjab Punjab Human Capital Investment Project| World Bank |
2007-2010 Lahore, Pakistan|2021 – 2023

B. CO M (1 s t D iv ) • Maintain the work structure by updating job requirements and job

Punjab College of descriptions for all positions.
Commerce • Establishing a mechanism for recruiting and evaluating job
2004-2006 applicants by counseling directors on candidate selection. Also
device employee on boarding process and conducting/analyzing
exit interviews; recommending changes in HR practices.
CERTIFICATIONS
• Prepare employees for assignments by establishing and
conducting orientation and training programs.
CH RP (n p ro gr es s ) • Maintain a pay plan by conducting periodic pay surveys;
scheduling and conducting job evaluations; preparing pay budgets;
S HRM (p r ep arin g fo r t es t) recommending and implementing pay structure revisions.
• Ensures planning, monitoring, and appraisal of employee work
results by assisting seniors to coach and discipline employees;
scheduling management conferences with employees; hearing and
resolving employee grievances; counseling employees.
LANGUAGES
• Maintains employee benefits programs and informs employees of
benefits by studying and assessing benefit needs and trends;
URDU  recommending benefit programs to management.
ENGLISH  • Ensure legal compliance by monitoring and implementing
applicable human resource requirements; conducting
PUNJABI  investigations; maintaining records; representing the organization
ARABIC  at hearings.
• Maintain management guidelines by preparing, updating, and
recommending human resource policies and procedures.
 EXPERIENCE

HR & AD M I N MAN A GER

SKILLS A l Fa d a l T r a n s p o r t a t i o n & T r a d i n g | D o h a , Q a t a r | 2 0 1 8 – 2 0 2 1

Policy Making  • Develop employee Succession Plan to make sure continuity and
effective functionality of organization.
Talent Acquisition  • Plan, develop and document company-wide Organizational
Employee Engagement  Structure that is in line with the long-term Strategic Goals of the
company and allows best possible functionality.
Performance Management  • Development of Job Descriptions in line with organizational
Employee Branding  structure, addressing the needs of the company as well as the
employees.
Organization Development  • Establish, support and update HR Policy and rules in line with local
Project Management  labor laws, regulations and long-term goals of the company.
• Facilitate Integration of HR functions including: Recruitment,
Learning & Development  Selection, On-boarding, Performance Management, Training and
Change Management  Development.
• Development of Employee-Oriented culture and keep up all
Leadership Skills  practices for cost containment and effectiveness.
• Overlook all exit rules, resolution of any grievances, conducting
HR Audit & Investigations 
exit interviews, and reporting on necessary information for
Analytical Skills  organization and employee to aid in future cases.
• Conduct periodic internal quality audits related to HR functions for
Conflict Resolution  continuous HR Processes Improvement.

SR. A s si st a nt D ir e ct ory H R (OD )

COMMUNICATION C i v i l Av i a t i o n A u t h o r i t y o f P a k i s t a n | Ne w I s l a m a b a d Ai r p o r t |
2015 – 2018

Business Report Writing Skills • Report to Additional Director HR (OD) on Resource Utilization &
Development of staff available at all units after consultation with
Excellent Presentation Skills head of departments for approval of DGCAA.
IELTS Certified by British Council • Identify the resource need of all directorates or airport units in
CAA through effective use of Job Analysis Tools & Techniques.
Confident Public Speaker • Validate hiring requisition received from various departments and
Effective Negotiation Skills airport/units from time to time through HCM and process them
for approval of competent authority after Gap Analysis.
• Check human resource inventory though Talent Management
module of HCM and suggest available alternates for effective and
COMPUTER efficient use of the resources if available in-house.
• Formulate Induction/Outsourcing Plans as per CAA policy and
rules while ensuring compliance to other statutory requirements.
MS Office  • Execute plans by assigning roles and responsibilities to the
HRIS  concerned officials and providing guidance throughout the
Hiring/On Boarding Process.
HCM  • Monitor the HR process across all major HR functions to identify
ERP  the deviations or bottlenecks. Also suggest remedial
actions/measures for disposal of the issues.
SAP  • Review the policies and procedures in light of the changes
required as a result of advancement in Global Aviation, best HR
practices and ICAO regulations.
• Facilitate the auditors while internal (Financial/Quality) and
external (Government/performance) audits.
 EXPERIENCE
PROJECTS
Ass is t a nt D ir ec t or HR ( R &S )
H e a d q u a r t e r s P a k i s t a n C i v i l Av i a t i o n A u t h o r i t y | K a r a c h i |
▪ Rationalization of Manpower as per the
2013 – 2015
organization current and future needs
▪ Revision of HR Practices by focusing on
Acquisition of Talent and Skill • Assist Deputy Director HR (R&S) in Development and Review of
Development Recruitment & Selection Process to meet working and future
▪ Implementation of ERP system for needs of PCAA, while Ensuring that established R&S process
integration of HR functions for being followed in letter & spirit.
managing talent within the organization • Ensure that all the Organization Charts and Job Descriptions are in
▪ Manpower Planning for New Islamabad place and stay current and correct as per the approved organ gram
International Airport of PCAA.
▪ Development of policy framework for • Design Job Advertisement for publication and circulation through
Outsourcing non core functions of newspaper, web portal and HCM system.
PCAA • Supervise recruitment team during Scrutiny of job applications,
▪ Revision of HR Policies & Procedures in Short Listing of candidates for test and interviews as per the
line with the requirements of HCM- selection criteria.
Cloud • Coordinate with National Testing Services (NTS) for arrangement
▪ Establishment review of PCAA including of test for the announced job vacancies and Inspect test centers
Regulatory, Air Navigation Services & for validating the invigoration and other test arrangements to
Airport Services Divisions make sure transparency and quality services.
▪ Job Analysis & Formulation of Job • Arrange interviews of the qualified candidates after consulting
Descriptions/Specifications of all the president and other members of interview panel and ease
key positions in PCAA Interview Evaluation.
▪ Design Orientation/Apprenticeship • Supervise new employee joining formalities and design
program after inducting fresh blood Orientation programs for the new recruits to familiarize them with
and retaining retired employees for the PCAA operations and services.
NFML sustainability
▪ Introduction of new HR Techniques like
Employer Branding and Employee Ex e cu tiv e P ers o n al & A d mi n
Engagement to enhance Organization Na t i o n a l Fe r t i l i z e r M a r k e t i n g L T D | L a h o r e | 2 0 1 2 – 2 0 1 3
Commitment.
▪ Create internal Resume/CV Bank of • Support organizational goals by providing employees a High
solicited and unsolicited job/internship Performance and Result Oriented culture that emphasizes
applications for executive/intern search Empowerment, Quality and Productivity.
ACHIEVEMENTS
• Review and update HR policies in accordance with latest trends in
▪ Increased project effectiveness by the industry and best HR practices in order to be more productive
building team and combined efforts of and conducive to change management.
experienced professionals within PHCIP • Periodically perform job analysis to evaluate different jobs roles in
▪ Development of TNA form to access the order to improve the organization structure and enhance pay
skill level of employees and accelerate package and other fringe benefits via bench marking technique.
performance management system in Al- • Coordinate with different departments for developing Talent
Fadal Transport & Trading Acquisition and Retention Programs while encouraging volunteer-
▪ Reduced Establishment cost by 30% ship for Cross Functional Teams.
through Outsourcing of non-core • Assist manager in over all recruitment process by inviting job
functions/services at HQ PCAA and all applications, defining Short Listing criteria and managing Scrutiny
airport/units of job applications.
▪ Effective implementation of HCM • Design, Conduct and Evaluate employment test for various
modules by facilitating learning and announced positions within the timelines specified by the head of
development in PCAA department.
▪ Reduced cost of hiring by 20% through • Issue Appointment, New Employee Bank Account, Confirmation,
introduction of new Recruitment & Promotion, Transfer, Increment & Experience Letters.
Selection Tools & Techniques in PCAA • Conduct Interviews and Orientation of new incumbents and also
▪ Increased productivity by abolition of obtain feedback from employee.
redundant job roles in NFML • Oversee verification of employee joining documents/formalities
▪ Efficient integration of HR functions by and filing of employee's personal and professional record.
using SAP software to share common • Execute confirmation/appraisal reports & annual performance
data for better work environment in appraisals of new recruits and employees.
Warid Telecom
 EXPERIENCE
TRAININGS
Ex e cu tiv e R ec ru it m e nt & R es o ur c e Pl a n ni n g
Warid Telecom Pakistan | Lahore | 2010 – 2012
Aviation Office Organization & General
Management by CATI • Assist Manager Recruitment & Resource Planning in ensuring
Business Etiquette and Professional Efficient Recruitment Services to the relevant HR Operations and
Grooming by Max-Foster Global Services team.
Leadership Development by Skill City • Establish positive correlation and feedback on the shortlisted
Effective Managerial Skills by PSTD Recruitment Profiles received from HR Operations & Services team
Workshops on PPRA Rules by Institute while ensuring that the profiles are in line with the JD advertised
of Tender Management through I-Recruitment.
• Update and maintain map Standardized Organization Charts.
Verify Recruitment Documentation submitted through HR Ops
team and maintains exact record/log sheets of recruitment
HONORS’ & AWARDS correspondence.
• Design internal & external Job Advertisements, web postings, and
Scholarship throughout the specifications for external recruitment agencies, job description
Educational Career and other materials that meet the organization's recruitment
Listed in Dean’s List from year 2008 to standards.
2010 • Conduct Interviews of the shortlisted candidates along with line
PCAA Representative in PMS organized manager of relevant division and department to give HR approval
Learn Festival 2013 for hiring or otherwise.
Guest Speaker in Karachi University • Keep track record of the Employee Requisition Forms and
Seminar: Motivation & Self Drive Recruitment Profiles and get necessary approvals from higher
Guest Speaker in Jinnah University for authorities as per need.
Women: Change Management and • Assist Recruitment Manager in periodic internal quality audits
Effectiveness of Recruitment & related to recruitment for continuous HR Processes improvement.
Selection in today's world • Ensure effective reporting mechanism related to recruitment with
efficient communication to all the concerned.

INTERNSHIP
COMMUNITY SERVICE

HR I nt e rn
Volunteer work at Fatmeed Warid Telecom Pakistan | Lahore | June 2010
Foundation Lahore, Blood
Collection, fund raising and social • Coordinate with HR Ops & Srvs for effective recruitment
service for kids suffering from • Announce job vacancy through I-Recruitment.
chronic disease of Thalassemia • Modify Job Descriptions & Specification.
• Maintain record of Organization charts.
• Initial scrutiny of applicants for job interview.
INTERESTS • Update Recruitment Status sheet and other recruitment

Literature
Fine Arts & Crafts
Interior Design B a nk in g I nt er n
Fashion Design MCB Bank|Moon Market Branch | Lahore | Jan - Mar 2007
Travel & Tourism
• Bank Account opening
• Cheque Clarence/ Signature Verification
• Remittance (TT, DD, PO, LC and Online Transfer)
REFERENCE • Cash/Cheque/Fee Deposit
• Utility Bills Clarence
It will be furnished as and • Loan & Credits
when required • Saving & Investment