Director Human Resource & Admin | NAFSA

This position is being recruited by Pakistan Single Window (PSW) on behalf of the National Agri-Trade and Food Safety Authority (NAFSA). NAFSA is being established as a strategic national initiative to strengthen Pakistan’s agri-trade ecosystem through enhanced regulatory oversight, facilitation, and modernization of food safety and trade processes. The selected candidate will be part of NAFSA’s foundational team, contributing to the development of systems, processes, and institutional capabilities.

Reporting to the Deputy Director General- CSW, NAFSA, the Director Human Resource & Administration will provide strategic leadership for NAFSA’s people agenda and corporate administration, ensuring the Authority builds a high-performing workforce and a resilient enabling environment to deliver its science- and risk-based regulatory mandate. The role will translate the approved organogram and implementation roadmap into a phased workforce strategy and capability plan; establish fit-for-purpose governance for HR policies, systems, and performance (HR Manual, performance management, compensation and benefits, HRIS); and embed merit, transparency, and workforce analytics to strengthen recruitment, retention, and organizational effectiveness. In parallel, the role will set service standards and governance for corporate administration—including estate and facilities oversight, asset lifecycle management, and travel/transport and logistics frameworks—to ensure efficient, compliant, and cost-effective support to CSW and field operations. The Director will serve as technical secretariat to the HR Committee/Board on job architecture, job evaluation, market benchmarking, and compensation strategy, and will lead the people and administrative dimensions of the DPP/AQD transition to ensure continuity of services, orderly integration of staff and assets, and timely institutionalization within the prescribed statutory timeline.

Responsibilities:

• Lead development and execution of NAFSA’s People Strategy aligned with the Authority’s mandate and Implementation Roadmap, including an annual HR delivery plan, milestones, and performance reporting.
• Provide strategic advisory to the Director General and HR Committee/Board through market intelligence, benchmarking, and evidence-based recommendations on HR policies, compensation, and workforce risks.
• Own enterprise workforce planning and resourcing strategy for CSW and field operations, including manpower modelling, scenario planning, and optimal sourcing options to ensure operational readiness.
• Establish and continuously refine NAFSA’s job architecture (job descriptions, competency frameworks, grade mapping, decision rights, and KPI linkages) to enable clarity, accountability, and scalable organization design.
• Develop, approve-cycle, and institutionalize the HR governance framework (HR Manual, SOPs, service standards) covering recruitment, onboarding, discipline, performance, learning, promotions/career progression, and separation—ensuring compliance with applicable laws and notified rules.
• Embed equity, inclusion, and safe workplace standards in policies and practices, including mechanisms to prevent harassment/discrimination and promote a respectful work environment.
• Establish a merit-based, transparent and time-bound hiring framework for critical leadership and technical roles, including standardized selection tools, documentation, and governance controls.
• Build strategic sourcing channels and partnerships (executive search, universities, professional bodies, talent pools) to ensure access to high-quality candidates for specialized roles.
• Establish HR analytics and reporting (recruitment pipeline, time-to-hire, vacancies, turnover, diversity indicators) and provide periodic dashboards to the DG and HR Committee/Board.
• Design and implement an organization-wide performance management framework linked to KPIs, capability development, confirmation/promotion decisions, and (where applicable) performance outcomes and rewards.  Develop and implement succession planning and leadership development for critical roles, including talent reviews, pipeline planning, and targeted retention strategies.
• Institutionalize onboarding and orientation for new hires and transferred staff to ensure early productivity, role clarity, integrity expectations, and alignment with NAFSA policies and mandate.
• Lead implementation of an HRIS/HRM solution covering employee master data, recruitment, leave/attendance, performance, training, and reporting; ensure data quality, confidentiality, access controls, and audit trails.
• Strengthen employee relations and conduct discipline through effective grievance redressal, dispute resolution, consistent application of policies, and advisory support to leadership on sensitive matters.
• Lead compensation and benefits strategy within approved budgets and policy directions, including periodic review of pay structures, allowances, benefits design, and affordability analysis.
• Ensure robust HR operations and records governance—accurate personnel files, service history, and HR inputs for payroll—supported by secure recordkeeping and compliance controls.
• Provide strategic oversight and service governance for general administration, including service standards, facilities/estate coordination, workplace services, and vendor-managed support functions.
• Establish and enforce an asset lifecycle management framework (asset acquisition coordination, tagging, custody, verification, movement controls, and disposals/condemnation processes) in coordination with Finance/Procurement as applicable.
• Set governance and controls for travel, transport, and logistics, including travel policy, authorization controls, fleet/logistics utilization standards, and cost containment measures to support CSW and field operations.
• Lead the people and administrative dimensions of the DPP/AQD transition, including staff mapping/placement support, onboarding/orientation, harmonization of administrative processes (as approved), and change management interventions to ensure continuity of services within the statutory timeline.

Requirements

Education:

• Master’s degree (16 years of education) in Human Resource Management, Business/Public Administration, Management Sciences, or related discipline (HEC-recognized).
• Candidates with Professional HR certification (e.g., SHRM-CP/SHRM-SCP, CIPD, or equivalent) will be preferred.
• Strong grounding in Pakistan labor laws, government/autonomous body service rules, disciplinary procedures and HR best practices (DEI, grievance handling, workplace conduct).

Experience:

• Minimum 12 years of progressive HR experience, including at least 5 years in a senior leadership role (Head of HR/CHRO or equivalent), preferably in a regulator, autonomous body or large organization.
• Demonstrated experience in organization design, manpower planning, and talent acquisition for technical/specialized roles through fair and transparent hiring processes.
• Hands-on experience implementing performance management frameworks, compensation/benefits review processes, and HR operations (including payroll coordination and employee relations).
• Proven capability to lead change management, restructuring or integration/transition of staff and functions, including onboarding and culturebuilding in a start-up organization.