Chief Human Resources Officer

Chief Human Resources Officer (CHRO)

Department:
Human Resources

Location:
Head Office, Islamabad

Reports To:
Chief Executive Officer (CEO)

Employment Type:
Full-Time

Role Purpose

The
Chief Human Resources Officer (CHRO)
will serve as a key member of Japan Electronics' executive leadership team, responsible for designing and executing the company's
overall people strategy
across all business units — including
retail, electronics, aftersales, and head office operations
.

This role leads the entire HR function, ensuring strategic alignment of
organizational development, talent acquisition, learning and development, employee and industrial relations, compensation and benefits, performance management, succession planning, and HR operations
with corporate objectives.

The CHRO will act as a trusted advisor to the CEO and Board, driving a culture of high performance, compliance, and employee engagement across the organization.

Must Have

• 12–15 years of progressive HR experience, with at least
  5+ years in a senior leadership role (HR Head/Director/CHRO)
  .
• Proven expertise in
  organizational development, talent management, and culture transformation
  .
• Strong background in
  retail, FMCG, or electronics sector
  .
• Deep understanding of
  labor laws, industrial relations, and large-scale HR operations
  .
• Experience managing
  payroll, perks and benefits, and HR compliance
  across multiple regions.
• Strong capability to
  support and advise C-level executives
  and build leadership pipelines.

Key Responsibilities
1. HR Strategy & Organizational Development

• Define and lead Japan Electronics'
  human capital strategy
  in alignment with business objectives.
• Design and implement
  organization structures
  , workforce plans, and competency frameworks.
• Drive transformation initiatives to strengthen company culture, agility, and operational efficiency.
• Lead change management and digital HR transformation projects.

2. Leadership & Succession Planning

• Build robust
  succession plans
  for critical leadership and functional roles.
• Coach senior leaders to enhance people management capabilities and organizational effectiveness.
• Develop leadership development frameworks and executive training programs.

3. Talent Acquisition & Workforce Planning

• Oversee strategic workforce planning and recruitment for all business units — retail, corporate, aftersales, and field operations.
• Ensure top-quality talent acquisition through employer branding and data-driven hiring.
• Drive diversity, equity, and inclusion (DEI) initiatives across the company.

4. Employee & Industrial Relations

• Maintain a healthy industrial climate and ensure compliance with
  labor and employment laws
  .
• Oversee employee relations, grievance handling, and disciplinary actions with fairness and transparency.
• Liaise with government and regulatory bodies regarding HR compliance matters.

5. Compensation, Benefits & Payroll

• Develop and manage
  competitive compensation and benefits structures
  to attract and retain talent.
• Oversee payroll accuracy, compliance, and automation.
• Conduct periodic compensation benchmarking to maintain market competitiveness.

6. Training, Learning & Development

• Establish and lead the company's
  learning and development framework
  .
• Oversee retail and technical training programs, leadership workshops, and skill development initiatives.
• Measure and report training ROI and organizational learning outcomes.

7. Performance Management & Culture

• Implement a transparent
  performance management system
  linking business KPIs with employee incentives.
• Foster a
  performance-driven and customer-focused culture
  across all departments.
• Champion employee engagement programs to strengthen motivation and retention.

8. HR Operations & Governance

• Oversee all HR operations, including HRIS, reporting, personnel data, and documentation.
• Ensure 100% compliance with statutory regulations and company policies.
• Present HR analytics and dashboards to management and the Board for informed decision-making.

9. Executive & Board Collaboration

• Act as a strategic advisor to the
  CEO and executive leadership team
  on all people-related decisions.
• Present HR insights, turnover analysis, and workforce trends at Board meetings.
• Partner with senior management to drive organizational performance and culture alignment.

Key Performance Indicators (KPIs)

• Strategic HR Plan implementation success rate ≥ 95%.
• Leadership succession coverage ≥ 80% for key roles.
• Employee engagement score ≥ 80%.
• Compliance: 100% with labor and payroll regulations.
• Training Coverage ≥ 85% across retail and corporate teams.
• Annual turnover ≤ 10%.
• HRIS data accuracy ≥ 98%.

Skills & Competencies

• Strategic HR leadership and business partnership.
• Strong interpersonal, negotiation, and decision-making skills.
• Advanced knowledge of HR analytics, metrics, and workforce reporting.
• Deep expertise in industrial relations, compensation, and OD.
• High emotional intelligence and executive-level communication.
• Proficiency in HRIS, MS Office, and HR dashboards.

Qualifications & Experience

• Master's degree in
  Human Resource Management, Business Administration, or related field
  .
• 12–15 years of diverse HR experience
  , including
  5+ years in a senior leadership or CHRO-level position
  .
• Strong exposure to
  retail/electronics operations
  and
  multi-site HR management
  .

Interested candidates may apply by sending their CV to: OR