Open to HR roles in Canada
Hi! I’m Arooj.
I’m an HR professional with hands-on experience in full-cycle recruitment and HR operations, from sourcing and hiring to onboarding, payroll and retention. I’m currently pursuing my CHRP designation and looking for an HR role where I can help a team hire the right people, and keep them.
- Status
- Eligible to work in Canada
- Designation
- CHRP in progress, HRPA
- Focus
- Recruitment · HR Ops · People Analytics · People Experience
The story so far
Three chapters, one thread.
Every role I’ve had comes back to the same two things: people, and numbers. Here’s how they found each other.
Chapter one · Pakistan · NUST Islamabad
Numbers first
I grew up in Pakistan, curious about almost everything.
I finished my A-levels with straight A’s, but numbers were what I kept coming back to. Every set of numbers was a puzzle to solve, so I chose accounting and finance at NUST Islamabad.
My first real job was user acquisition for an app.
As a campus ambassador for Bykea, a ride-hailing app, I acquired 100+ new users and led the company’s campus recruitment drive at NUST. I engaged students directly, communicated the app’s value, and encouraged adoption, supported by a first-ride discount for new users. This role was my first experience in outreach, persuasion, and running a recruitment campaign, skills I now apply in human resources.
Without realizing it, I had picked up sales skills and run my first recruitment drive.
Then came data and policy.
Interning in the External Finance division at Pakistan’s Ministry of Finance taught me to be precise, and showed me how one decision made in a room can reach millions of people.
I graduated knowing my strengths: numbers, people, and a careful eye for detail.
What I didn’t have yet was a job.
Chapter 02: People, then numbersChapter two · RepStack
People, then numbers
After graduation, I knew two things about myself.
I loved talking to people, and I loved playing with numbers, but I didn’t know where the two could meet. So I applied to RepStack, and landed a role as an HR Associate on the Recruitment team.
Was HR something I always wanted to do? No. Did it become something I’ll always want to do? Yes.
60+
hires delivered full-cycle in six months
250+
employees supported from onboarding to offboarding
30+
exit interviews turned into retention insights
Part one
Recruitment
HR Associate, Recruitment team
I started with initial screening calls. Before long I was running video interviews for digital marketing roles, and over six months I delivered full-cycle recruitment for 60+ hires across CRM, SEO, media buying and digital marketing roles for SaaS clients.
Recruiting taught me that good hiring needs a clear process and clear communication.
I managed the pipeline in BambooHR, moving candidates from screening to interview to offer while keeping requisition data clean and reportable. I helped roll out an AI-powered resume screening system with a custom scoring method, which cut manual review time and got candidates screened faster. I ran background and credential checks and built talent pipelines through job fairs.
A role where I can talk to people and work with numbers.
Part two
HR Operations
Onboarding, payroll, leave, performance, offboarding
Then I saw a door open in HR Operations.
I had always been someone who loved numbers, and I saw this as the way toward becoming a people analyst, a role where I could talk to people and work with numbers at the same time. So I took it.
In Operations, I looked after people from their first day to their last.
I handled onboarding, offboarding, payroll coordination and leave for 250+ employees. I produced bi-weekly payroll reports for Finance covering terminations, compensation changes and performance-linked pay, and I ran the semi-annual performance cycles, tracking completion and making sure everyone followed company policy and SOPs.
And this is where the numbers finally had something to say.
I built an HR analytics dashboard in Excel, using PivotTables and VLOOKUP, to track attrition trends and give leadership a clearer view of employee turnover. Over a two-year period, I brought together former employee data with findings from 30+ exit interviews I conducted, looking at factors such as compensation, career growth, management, client satisfaction, workload, and the overall employee experience. Rather than treating each departure as an isolated case, I looked for patterns across the data and employee feedback to identify recurring root causes of turnover. The dashboard and analysis were then shared with leadership. The goal was simple: turn employee feedback and workforce data into insights that could help improve the employee experience and ultimately strengthen retention.
Along the way I built recruitment email automations in GoHighLevel and managed the careers landing page, which cut manual coordination and improved candidate engagement.
What I can do
From first call to last day.
Between recruitment and HR operations, I’ve worked every stage of the employee lifecycle.
Attract
-
01
Source
Talent pipelines through job fairs; sourced specialists for SaaS clients
-
02
Screen
Screening calls; helped roll out AI resume screening with custom scoring
-
03
Interview
Video interviews for digital marketing roles
Hire
-
04
Verify
Background and credential checks
-
05
Offer
Pipeline managed in BambooHR, screening to offer, with clean requisition data
-
06
Onboard
Conducted onboarding calls to welcome new employees
Support & learn
-
07
Pay & leave
Payroll coordination, leave, and bi-weekly payroll reports for Finance
-
08
Perform
Semi-annual performance cycles, completion tracking, policy and SOPs
-
09
Exit & learn
Offboarding, 30+ exit interviews, and an attrition dashboard leadership used
Toolkit
- BambooHR
- Excel · pivot tables, VLOOKUP
- GoHighLevel automations
- AI resume screening
- Careers landing page
Chapter three · Canada · Now
People and numbers
Then life brought a big new beginning.
Moving to Canada marked the beginning of a new chapter. I took some time to settle into a new country, adapt to a different routine, and explore my new home while reflecting on the direction I wanted to take my career next.
Now I’m ready for my next chapter.
Time away from work didn’t mean time away from HR. I started pursuing my CHRP designation through HRPA, and I’m currently studying Human Resource Planning and Development at Fleming College. I’m building my Canadian credentials on top of what I already know from running recruitment and HR operations.
Credentials
CHRP designation
Certified Human Resources Professional, HRPA
Expected May 2027
Human Resource Planning and Development
Fleming College
Expected October 2026
Accounting & Finance
NUST Islamabad
Graduated May 2023
Volunteering
Beyond the desk.
Two roles where I helped children learn, and helped the people teaching them.
-
The Citizens Foundation · During COVID-19
Learning Coordinator
I supported English coaches in their teaching, helping keep learning going for underprivileged children through the pandemic.
-
TAKMIL · 2022
Assistant, Financial Literacy Curriculum Development
Working with a small team, I helped design interactive lessons that teach children aged 7–10 how to save, spend and make smart money decisions.
What it taught me
Whether developing learning resources or building a hiring pipeline, I do the same thing: I help people connect with what they need to learn, grow and succeed.
So here’s where I am
This is the next page of my professional journey. I’m ready to turn it with the right team.
I’ve got experience in full-cycle recruitment and HR operations, I’m learning how HR works in Canada, and I’m looking for an opportunity to keep talking to people and playing with numbers.
- linkedin.com/in/aroojfatima18
- Location
- Greater Toronto Area, Canada