Retail & Store Staff Outsourcing in Pakistan
Sales associates, cashiers, merchandisers, stock staff, brand promoters and store housekeeping for retail chains and brands across Pakistan — on our payroll, with outlet-wise attendance and cover for the days nobody turns up.
Khawaja Manpower (SMC-Private) Limited — a registered Pakistani company
What retail actually breaks on
- Turnover — the same role filled three times a year
- Attendance from many outlets, in many formats
- Eid and sale season doubling the floor
- Mall hours that run past normal office shifts
- A no-show on a Sunday, which is your biggest day
Store floor and support roles
Retail does not need a staffing company so much as it needs the same person to still be there next month. That is a turnover problem, and it is solved before hiring, not after.
| Role | Typical work |
|---|---|
| Sales associates | Floor selling, customer handling, fitting room, upselling, closing the sale |
| Cashiers | POS operation, cash and card handling, returns and exchanges, end-of-day tally |
| Merchandisers | Planogram compliance, shelf fill, pricing, stock rotation, display upkeep |
| Stock & inventory staff | Backstore handling, replenishment, receiving, stock counts, transfers |
| Brand promoters & activation staff | In-store promotion, demonstrations, mall activations, sampling campaigns |
| Visual merchandising helpers | Window changes, display builds, seasonal resets, signage |
| Store housekeeping | Floor, fitting rooms, washrooms and backstore kept to brand standard |
| Store supervisors | Roster, attendance, floor discipline, and your single point of contact per outlet |
Warehouse and distribution staff behind the stores are covered on warehouse and logistics staffing. For head-office roles, see office staff recruitment.
A shop is not a factory, and the law treats it differently
Most manpower suppliers come from the industrial side and apply factory thinking to a store. That is the wrong framework. Retail outlets are commercial establishments, governed by the provincial shops and establishments law — the Shops and Establishments Ordinance 1969 in Punjab and Islamabad, and separate Acts of 2015 in Sindh and Khyber Pakhtunkhwa.
That legislation is what sets opening hours, the weekly closure, rest intervals and the register your outlet is expected to keep — and it requires the establishment itself to be registered, with the certificate displayed on the premises and renewed periodically. A supplier who does not know this will give you a roster that does not survive an inspection.
On top of that sits the employment layer, which does not change: written contracts, bank-paid salaries with payslips, EOBI federally and provincial social security by the outlet’s location. A chain with outlets in Lahore and Karachi is running two provincial institutions at once.
Six things that keep a store team together
Replacing a sales associate three times a year costs more than paying attention once.
Hire near the outlet
A long commute is the most common quiet reason someone stops showing up. We shortlist from the outlet’s own catchment.
Roster the person can live with
Mall hours run late. A roster that ignores that produces resignations, not discipline.
Relief for the days that matter
Weekends and Eid are your biggest days and the hardest to staff. Cover is planned, not improvised.
Attendance, outlet by outlet
One format, one cut-off, a named submitter per outlet. We name the outlet holding things up rather than guessing.
Replacement without a hiring cycle
Someone leaves, we replace from the standby list. Your store manager does not run a recruitment drive.
Verified before the cash drawer
CNIC verified through NADRA, references checked, police character certificates where you require them.
No staffing supplier can guarantee that nothing walks out of a store. What we can do is verify every person before deployment, arrange police character certificates where you ask, and keep a record of who worked which shift at which outlet. Cash control, CCTV, stock counts and audit remain your operation.
From outlet list to a staffed floor
Chains normally start with two or three outlets and extend once the attendance routine is working.
Send the outlet list
Locations, roles per outlet, shift pattern, mall or high-street hours, and your flat versus peak headcount.
Staffing and roster plan
Headcount per outlet and shift, supervisor cover, reliever pool, and the season surge plan.
Recruitment near each outlet
Shortlisting from the outlet catchment, with grooming, communication and references checked.
Deployment and brand briefing
Staff on the floor in uniform, briefed on your service standards by your own retail team.
Steady state
Attendance, payroll, statutory filing, leave cover and replacement stay our job. One invoice covering all outlets.
On our payroll, or recruited onto yours
Retail is the clearest case for the contract model, because the variable layer is large and it moves constantly.
| Contract / outsourced | Permanent hiring | |
|---|---|---|
| Whose payroll? | Khawaja Manpower’s | Yours |
| Salary, attendance, EOBI & social security | We handle it | You handle it |
| Season surge and scale-back | Handled by us | You hire and release |
| Replacement and no-show cover | Included for the contract term | Arranged by you |
| How you pay | One monthly invoice for all outlets | One-time recruitment fee |
| Best for | Floor staff, promoters, seasonal and multi-outlet teams | Store managers and permanent key staff |
Most chains keep store managers and key staff on their own payroll and take the floor layer on contract. Tell us the outlet count, the flat headcount and the peak headcount and we will cost both.
The retail formats we work with
Each one peaks differently and needs a different kind of person on the floor.
Fashion and footwear chains
Multi-outlet, heavy Eid and sale peaks, and a floor standard that is part of the brand.
Mobile and electronics retailers
Product knowledge matters, and a promoter often sits alongside the store’s own staff.
Supermarkets and cash-and-carry
Large floors, shelf fill through the night, cashiers through the day.
Food retail and bakery chains
Long hours, hygiene standards, and a counter that cannot be left unmanned.
FMCG brands in modern trade
Merchandisers and promoters placed inside somebody else’s store, reporting to you.
Home, furniture and lifestyle stores
Fewer, longer customer interactions and a slower but steadier floor.
Registered with the bodies that matter
We are a registered Pakistani company and a registered employer. Incorporation, tax and statutory registrations are all in place, and the documents are shared directly with clients during vendor prequalification.
SECP
Securities & Exchange Commission of Pakistan — our company incorporation
EOBI
Employees' Old-Age Benefits Institution — registered employer, contributions filed monthly
Provincial social security
PESSI, SESSI, IESSI or ESSI — registered by the worker's place of work
FBR
Federal Board of Revenue — tax registration and proper tax invoices
Companies the Khawaja Manpower group has worked with
Three decades of manpower, outsourcing and payroll work across energy, engineering and industry — for operators who audit their vendors before they appoint them.
Client names and marks are the property of their respective owners and are shown to describe past engagements of the Khawaja Manpower group.
What we do not do
We do not supply security guards — guarding requires a separate provincial licence. Store security, CCTV and loss prevention stay with you or with a licensed security contractor.
We do not promise a particular sales uplift from promoters. Anyone quoting you a percentage increase is quoting a number they cannot be held to. What we commit to is the right person, on the floor, on the agreed days, with cover when they are not.
Our office is in Rawalpindi, where cover and replacement are fastest. We staff outlets in Lahore, Karachi, Faisalabad, Multan, Peshawar and elsewhere on request — and where a chain runs across provinces, each outlet is registered with the institution applicable to its own location.
Frequently asked questions
Our staff turnover is very high. Does outsourcing fix that?
It does not eliminate it, but it moves the burden off your store managers and it reduces it where the cause is fixable. Most retail attrition we see traces to commute distance and a roster the person could not sustain. We shortlist from the outlet’s own catchment and build the roster around mall hours rather than against them.
We have outlets in several cities. Is that one contract?
One contract and one invoice. Behind it, each outlet is registered with the provincial social security institution applicable to its own location, because registration follows the place of work rather than your head office.
Can you handle Eid and sale season surges?
Yes, and it should be planned weeks ahead rather than days. Headcount, dates and roles are agreed while there is still time to recruit and brief people properly, and the scale-back afterwards is handled with final settlements completed.
Do you supply brand promoters for modern trade?
Yes — promoters and activation staff placed inside supermarkets and large-format stores, reporting to your brand team. Campaign duration, locations and reporting format are agreed before deployment.
Who handles attendance across all the outlets?
We do. One format, one cut-off date and a named submitter per outlet. We reconcile before payroll runs and tell you which outlet is holding things up rather than quietly estimating for it.
Who employs the staff?
On the contract model, we do — written contracts, bank-paid salaries, EOBI and provincial social security all sit with us. On permanent hiring you employ them directly and pay a one-time fee.
More from Khawaja Manpower
Retail clients usually take two or three of these together.
Send us your outlet list
Tell us the outlets, the roles per outlet, the shift pattern and your peak season. You get a staffing plan per outlet, a surge plan and one quotation covering all of them.
