[vc_row enabletitle=”st2″ nastik_sec_title=”Top Recruitment Companies Around The World”][vc_column][vc_column_text]Since 1992, HRSG has been a leader in Top Recruitment Companies Pakistan, working closely with clients and candidates to develop successful human capital strategies and solutions. We provide the competitive advantage needed to recruit and grow world-class leadership teams—thanks to our global network, time-proven search process, and broad sector expertise.

With decades of experience and market knowledge that surpasses the competition, we are one of the full-service Top Recruitment Companies Pakistan. Whether it’s job seekers looking for better career prospects or businesses & headhunters looking for quality human resources, we’re here for connecting the right people to the right opportunities.

HR Business Partners are helping many companies improve their human resources departments. At HRSG, individuals working under this position collaborate with executive leaders to ensure that a company’s talent acquisition and retention strategies are in line with the overall organizational transformation and growth goals.[/vc_column_text][/vc_column][/vc_row][vc_row enabletitle=”st2″ nastik_sec_title=”The Recruiting Advantage”][vc_column][vc_column_text]A partner of choice with the most well-respected MNCs, Pakistan’s top brands, and public-sector organizations. HRSG has conducted substantial executive searches that extend a period of over 25 years. While deploying the power of analytics and science to provide candidate insight, we remain cognizant of the fact that we are in the people business.

The true test of our position as an executive recruitment market leader is not only in the number of successful searches and placements. It actually lies in the relationship based on trust, professionalism, and always delivering the right solutions.

With over 27 years of experience and corporate success, each recruitment consultant at HRSG employs deep functional expertise, combined with local and international industry knowledge and the most validated search approach.

We are a preferred partner for nearly 500 companies[/vc_column_text][/vc_column][/vc_row][vc_row enabletitle=”st2″ nastik_sec_title=”Services” enableseparator=”st2″][vc_column width=”1/2″][wr_vc_textblock big_title=”People & Organizational Development”]

• Establishing the right tools, techniques, and processes for people development through fair, transparent, and technology-enabled performance management systems.
• Identifying the right cultural interventions and processes for organizational development aligned to business strategy.
• Establishing and using organizational climate surveys to regularly gauge employee engagement and organizational culture and development.

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][wr_vc_textblock big_title=”Leadership Development”]

• Identifying the top talent using performance differentiation tools, and ensuring that the key roles are manned by the right people.
• Designing and implementing holistic Individual Development Plans (IDPs) to retain, stretch, and develop current and future leaders.
• Ensuring robust internal and external succession pipelines through systematic career and leadership development planning, using best-in-class leadership assessment tools (e.g. Hogan and The Thriving Index).

[/wr_vc_textblock][/vc_column][/vc_row][vc_row enableseparator=”st2″][vc_column width=”1/2″][wr_vc_textblock big_title=”Capability Building”]

• Identifying the current and future capability building thrusts based on organizational structure and business strategy.
• Establishing the key pillars of capability building i.e. Talent, Skills, Systems, and Processes.
• Mapping the maturity profiles for organizational and functional capability building areas and translating those to individual training and capability development plans based on the latest principle.

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][wr_vc_textblock big_title=”Reward & Benefits”]

• Putting together the job descriptions as per the agreed organizational structure and conducting job evaluations (Jes) using world-class methodologies.
• Establishing optimum grading structures aligned to the organizational design.
• Conducting reward surveys (Syndicate / Sponsored / Desktop) using our proprietary Digital Rewards Survey (“DRS”) tool and providing meaningful benchmarking reports in the shortest possible timeframe.
• Creating customized compensation and benefits structures aligned to the short and long term business strategy and market best practice.
• Devising variable bonus and sales incentive schemes based on the client’s specific requirements.
• Suggesting cost-effective and flexible Reward and Benefits structures (e.g. Cafeteria Approach’) aligned to the fast-evolving market trends and supplementing client’s Employer Value Proposition and Talent Attraction and Retention Strategies.

[/wr_vc_textblock][/vc_column][/vc_row][vc_row enableseparator=”st2″][vc_column width=”1/2″][wr_vc_textblock big_title=”Creating a High Performance Culture”]

• Establishing a fair, transparent, and consistent definition of High Performance.
• Creating the right tools, systems, and processes to differentiate high performers.
• Implementing an on-going system and culture of recognizing and rewarding high performance.

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][wr_vc_textblock big_title=”Delivering Excellent HR Customer Service”]

• Using the right systems, tools, and technology to quantify the key HR service deliverables, KPIs, and SLAs.
• Establishing a strong tracking, governance, and feedback mechanism through automated dashboards and HRIS to monitor, review, and continuously improve the HR service delivery based on emerging trends.
• Use multiple channels to collect, collate, and analyze Employee and Customer Experience Feedback to decide on areas of Continuous Improvement aligned to the organizational strategy.

[/wr_vc_textblock][/vc_column][/vc_row][vc_row][vc_column width=”1/2″][wr_vc_textblock big_title=”Employee & Industrial Relations”]

• Identify the pain points and develop a remediation strategy to ensure a congenial and collaborative environment.
• Ensure the organization’s Industrial Relations Strategy and operations are aligned to the applicable Labour Laws, so that the current and future business continuity is not impacted.
• Strike the right balance to manage the Trade Unions in a compliant and cost-effective manner in order to supplement the Business Growth strategy.

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][/vc_column][/vc_row][vc_row enabletitle=”st2″ nastik_sec_title=”Functional Practices”][vc_column width=”1/2″][wr_vc_textblock]

• General Management
• Informational Technology
• Accounting | Finance
• Supply Chain

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][wr_vc_textblock]

• Human Resources
• Marketing l Sales
• Manufacturing l Operations
• Legal l Secretarial

[/wr_vc_textblock][/vc_column][/vc_row][vc_row enabletitle=”st2″ nastik_sec_title=”Industry Practices”][vc_column width=”1/2″][wr_vc_textblock]

• Banking | Finance | Insurance
• Healthcare Hospitality | Education | NGOs | Logistics
• Oil | Gas | Energy
• Pharmaceutical | Chemical | Fertilizer

[/wr_vc_textblock][/vc_column][vc_column width=”1/2″][wr_vc_textblock]

• Tech | Telecom | Media
• FMCG | Beverages | Consumer Durables
• Automobile | Engineering | Building Material
• Retail | Distribution | Textile | Buying Services

[/wr_vc_textblock][/vc_column][/vc_row]