HRBP / Head of HR, Pakistan

Education, Experience and Skills Required:

•  Bachelor's degree in Human Resources, Business Administration, or a related field.
• Proven experience of 13-15 years in HR.
• Experience in HR leadership roles in dynamic, multinational environments are preferred.
• Strong knowledge of HR functions including organizational development, talent acquisition, succession planning, performance management, rewards, and employee engagement.
• Demonstrated ability to drive strategic HR initiatives and partner effectively with senior leadership.
• Strong communication and interpersonal skills with ability to influence all senior leadership team in HR decisions.
• Strong influencing and negotiating skills to manage and challenge key stakeholders both internally and externally.
• Strategic Thinking and Business Acumen.

Job Role:

HR Strategy and Planning

• Partner with business leaders to design and implement an HR strategy aligned with overall business objectives, driving organizational growth and performance.
• Lead the annual planning cycle across resourcing, rewards, learning, and development to ensure alignment with strategic priorities.
• Track and assess progress through structured reporting and KPIs to evaluate HR initiatives' effectiveness.

Organizational Development and Change Management

• Advise the leadership team on organizational effectiveness, benchmarking both internally and externally to support data-driven decision-making.
• Facilitate organizational reviews and guide people development decisions to enhance organizational capability and resilience.
• Provide change management support during organizational restructuring to ensure smooth transitions.

Resourcing and Talent Development

• Develop resource planning aligned with business strategy, leveraging market insights and organizational context to optimize recruitment strategies.
• Manage the end-to-end recruitment process, ensuring the placement of qualified talent across all levels.
• Lead talent reviews and succession planning to build a robust pipeline for critical roles.

Performance Management, Reward and Systems

• Implement and standardize the performance management process to ensure alignment with organizational goals.
• Coach and train business managers to strengthen performance management and support employee growth.
• Develop and implement competitive reward programs aligned with the global strategy and local market trends.
• Oversee HRIS data integrity, payroll processing, and HR systems coordination to ensure efficient HR operations.

Industrial Relations

• Manage all aspects of industrial relations to foster a harmonious working environment, proactively identifying and addressing employee issues in both sites in Karachi and Lahore.
• Act as the primary liaison with employee unions, facilitating transparent and effective communication and negotiation to resolve grievances.
• Ensure alignment between management and employees, promoting workplace policies that are fair, consistent, and supportive of organizational objectives.

Employee Engagement

• Coordinate and ensure participation in engagement surveys. Collaborate with business leaders to identify and address factors impacting employee engagement, improving productivity and retention.
• Drive internal communication initiatives and create employee listening mechanisms to strengthen organizational culture and morale.
• Implement the employee engagement programs round the year. 

Compliance with Labor Laws and Regulations

• Ensure strict adherence to local labor laws and company policies to minimize legal and reputational risks.
• Conduct regular HR audits and reviews to identify any compliance gaps and implement corrective actions promptly.
• Collaborate with legal and regulatory bodies to stay updated on changes in labor laws, proactively updating policies to maintain compliance.

Others

• Maintain strong relationships with key external bodies, such as the Labor Offices, Employers' Federation etc.
• Continuously review and enhance HR processes, identifying opportunities to incorporate technology for greater efficiency and effectiveness.
• Oversee office administration, ensuring facilities, security, and employee services are managed effectively.
• Collaborate with HR teams across business units, both within and outside the cluster, to share and implement best practices for enhanced organizational alignment and efficiency.
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