hr leader

Omni Academy Consulting & Technologies 

Urgently Hiring: HR Officer | Omni Academy &amp; ConsultingLocation : SHAHRAH e Faisal Karachi Job Type: Full Time 10:00 AM to 6:00 PM Omni Academy &amp; Consulting is a global leader in training, development, and consulting services &mdash; with expertise in Oracle ERP Fusion Cloud, SIEBEL CRM, Web Development, Data Science, AI, and PRA Technology support. Our mission is to transform people and businesses through cutting-edge solutions.We're looking for a detail-oriented and proactive HR Officer to join our growing team!Key Responsibilities:<ul><li>Recruitment: Post job ads, screen resumes, and coordinate interviews &mdash; especially for technical roles.</li><li>Employee Relations: Respond to employee inquiries and help manage workplace issues professionally.</li><li>Training &amp; Development: Support planning and execution of employee training programs.</li><li>HR Reporting: Maintain and prepare HR metrics reports, including headcount and turnover.</li></ul>✅ Requirements:<ul><li>Education: Bachelor&rsquo;s degree in HR, Business, or a related field.</li><li>Experience: Minimum of 3 years in HR roles.</li><li>Skills: Excellent communication and organizational skills, with a solid understanding of core HR practices..</li></ul>Job Type: Full-timePay: Rs40,000.00 - Rs45,000.00 per monthWork Location: In person

HR officer

HR Ways

HR Executive/Technical Recruiter - Onsite - Karachi (Evening Shift) ﻿ ﻿About the Company: ﻿A global Leader offering Innovative Technology Solutions. ﻿ ﻿Job Description: Technical Recruiter &amp; HR Operations.This is not a support role. You will be the single point of ownership for everything people related at company. From hiring the right engineers to designing how we evaluate and grow our team, you will directly shape the company's culture and capacity to deliver. You will work closely with the CEO to turn people challenges into structured, repeatable solutions.﻿Responsibilities:<ul><li>Talent Acquisition:</li></ul>-Own end-to-end recruitment for technical and non-technical roles: sourcing,screening, interviewing, offer management, and onboarding -Build and maintain a talent pipeline for developers, QA engineers, designers, and project managers -Partner with technical leads to define role requirements, assess candidates, and reduce time-to-hire -Manage job postings, employer branding on platforms (LinkedIn, Indeed), and referral programs -Track and improve recruitment metrics: time-to-fill, offer acceptance rate, quality of hire, and source effectiveness -Performance Management and Appraisals -Design and implement a structured appraisal framework with clear review cycles (quarterly/bi-annual) -Develop role-specific evaluation criteria for developers, QA, designers, and project managers -Facilitate goal-setting, performance reviews, and feedback sessions across the team -Create performance improvement plans (PIPs) when needed, with proper documentation and follow-through -Build dashboards to track individual and team performance over time Learning and Development -Identify skill gaps through appraisals and project feedback, and design targeted learning initiatives -Support subject matter expert (SME) development programs and internal knowledge-sharing -Coordinate certifications, training budgets, and career growth paths for team members HR Operations and Strategy -Set up and manage core HR processes: attendance, leave management, compensation structures, and offboarding -Draft and maintain HR policies, employee handbook, and compliance documentation -Advise the CEO on team structure, resource planning, and organizational design as the company scales -Drive employee engagement and retention initiatives tailored to a software house environment -Handle employee relations, grievance resolution, and disciplinary matters with discretionPreferred Qualifications:-Excellent communication skills in English (written and verbal) -2+ years of HR experience in a Software House or IT services company -Proven track record in technical recruitment: hiring Business Development, Developers, QA, Designers, and PMs -Hands-on experience designing or managing appraisal cycles and performancereview framework.Other Details:<ul><li>2 Years+ Experience in HR in IT industry</li><li>Bachelor's or Master's degree in HR, Business Administration, or a related field﻿</li><li>Location: ﻿Karachi (PECHS)</li><li>﻿﻿Salary: Market Competitive + Benefits</li><li>Timings: ﻿﻿3pm to 12am PKT﻿</li></ul>Experience:<ul><li>Local Market Sales: 2 years (Required)</li></ul>Work Location: In person

HR Executive/Technical Recruiter

Disrupt.com

<div>
 
 The GM People Operations owns the machinery that determines how Disrupt actually runs for its people, day to day: how talent gets discovered and hired, how employees experience policy and process from their first day to their last, and the physical workplace, including its safety, that they operate in.
 
 
 The mandate operates at two altitudes at once. At the operating altitude, this is a hands-on role: stepping into a stalled hiring pipeline personally, walking the floor to see where facilities are actually failing, fixing the HR ops process generating complaints instead of commissioning a study on it. At the strategic altitude, this role is accountable for how the people operating model is designed to scale, what standardises across BUs and what flexes locally, what gets systematised through tooling versus held by people, what the four-pillar structure needs to look like at meaningfully higher headcount.
 
 
 Neither altitude excuses the other. A GM who only operates strategically becomes a slide-deck function disconnected from what employees actually experience. A GM who only operates on the ground never fixes the structural reasons the same fires keep recurring. This role is judged on doing both, often in the same week.
 
 
 
 WHAT THIS ROLE IS REALLY ABOUT
 
 
 
 
 1 &middot; Talent Acquisition as an Engine
 
 TA is not "filling requisitions on request." It is sourcing discipline, funnel conversion, time-to-fill, hiring manager experience, and cost-per-hire economics, run as a system. The GM holds the TA lead accountable for the engine, and personally steps into critical or stuck searches, senior hires, hard-to-fill roles, unhappy hiring managers, rather than waiting for an escalation to land on the desk.
 
 
 
 2 &middot; People Experience: HR Operations and Soft FM
 
 This covers the full employee lifecycle: onboarding, documentation, contracts, exits, and policy administration, alongside the soft facilities that shape daily experience, cafeteria, transport, workplace amenities. The standard is precision and the absence of friction. Employees shouldn't be able to tell where HR Operations ends and Soft FM begins, because nothing they touch feels broken. The GM audits this personally and periodically sits inside the work itself, an onboarding session, a ticket queue, rather than only reviewing reports about it. GM people ops will also be responsible to lead the design and implementation of 360 and PMF, resulting in development of workforce based on AI first agenda.
 
 
 
 3 &middot; Workplace Support and the Physical Operating Environment
 
 Office facilities, vendor relationships, space planning, and day-to-day workplace standards across Karachi and Dubai. The GM determines whether the physical environment actually supports how teams work, holds vendors to account directly, and is the first call when something breaks, not the last to find out.
 
 
 
 4 &middot; Security and Safety as a Proactive Discipline
 
 Physical security, access control, incident response readiness, and safety protocols. This is the domain most likely to be invisible until it fails. The job is to keep it invisible by being proactive: real drills, real audits, and a personal habit of checking that protocols are followed in practice, not just documented on paper.
 
 
 
 5 &middot; Service Delivery Discipline Across All Pillars
 
 Internal employees are customers. The GM sets service levels, ticket resolution time, hiring funnel SLAs, facilities turnaround, security responsiveness, across all four pillars, and treats a missed SLA as a personal accountability item rather than a pillar lead's problem to be managed from a distance.
 
 
 
 6 &middot; Budget Ownership and Cost Discipline
 
 The GM owns the full People Operations budget end to end, across talent acquisition, people experience, workplace support, and security, and allocates it across the pillars rather than letting each lead negotiate its own. Vendor and facilities spend sit inside this budget; the GM renegotiates terms directly when the economics don't work, and resists the default instinct to answer a service gap with more headcount or more vendor spend rather than a better process.
 
 
 
 7 &middot; Designing the Operating Model as the Company Scales
 
 As Disrupt scales, the GM makes the structural calls: what centralises (core HR policy) versus what flexes (workplace amenities, local hiring approach), and what the four-pillar structure needs to become at meaningfully higher headcount.
 
 
 
 8 &middot; The Escalation of Last Resort
 
 When something breaks during a high-stakes moment, a payroll-adjacent HR ops failure, a facilities failure during an important event, a critical hire falling through, the GM is the person who steps in directly and closes it out personally, not the person informed after the fact.
 
 
 
 9 &middot; Partnership with HR Business Partnering
 
 HRBPs own the strategic, business-facing relationship with each BU, performance counsel, org design input, workforce risk.The GM is accountable for making sure the Ops treat HRBP input as a priority partner request, not a queue to be fought through, and for keeping the line between "business partnering" and "operational delivery" clean enough that neither side quietly absorbs the other's scope.
 
 
 
 10 &middot; HRIS and Systems of Record
 
 Everything runs on systems, not goodwill, and the GM owns that backbone: the HRIS, the applicant tracking system, the ticketing tool for HR Operations, and the access and reporting systems sitting under Security. Accountability here is for whether the data is accurate, current, and usable for decisions, not scattered across spreadsheets and inboxes. As headcount grows, this layer is what lets the four pillars scale without scaling their own headcount in proportion, or quietly becomes the reason they can't.
 
 
 
 11 &middot; Multi-Entity Compliance
 
 Disrupt operates through Disrupt Services Pakistan and Disrupt Services UAE, two entities with different labour law, visa, gratuity, and statutory obligations. The GM is accountable for ensuring HR Operations executes correctly against both, not as an afterthought inside policy administration but as a standing discipline with its own audit cadence. Getting this wrong is not a service complaint, it's a legal exposure, and the GM is the person who catches it before it becomes one.
 
 
 
 WHAT THIS ROLE WILL BE JUDGED ON
 
 
 <ul>
 <li>
 How employees describe HR Operations and Soft FM, measured by complaint volume and resolution speed, not satisfaction-survey averages
 </li>
 <li>
 Whether the workplace across Karachi and Dubai functions without employees noticing the effort behind it
 </li>
 <li>
 Security and safety readiness, and whether protocols hold up when actually tested
 </li>
 <li>
 Service-level adherence, reported pillar by pillar, not blended into a single average
 </li>
 <li>
 Budget discipline against plan, and quality of the trade-off decisions made across the four pillars
 </li>
 <li>
 Whether all operate as one connected system or four separate departments
 </li>
 <li>
 Personal visibility, whether the organisation experiences this role as present in the details that matter, not only at the leadership table
 </li>
 <li>
 The quality of the working relationship with HRBPs, whether they experience Ops as a responsive partner or as a queue
 </li>
 <li>
 Data integrity and usability across the HRIS and surrounding systems, whether decisions can be made directly from it or require manual reconciliation first
 </li>
 <li>
 Compliance outcomes across both entities, and whether issues are caught before they become exposures, not after
 </li>
 </ul>
 
 
 WHO WE ARE LOOKING FOR
 
 
 
 
 Track Record
 
 The candidate will have run people operations, HR shared services, or a comparable multi-pillar operating function inside a company that scaled meaningfully, ideally spanning talent acquisition, HR operations, facilities, and a security or safety function under one accountable leader. They will have owned a real budget across multiple functions, personally fixed broken operational processes rather than only commissioning others to fix them, and made structural calls about how an operating function needs to change as headcount and complexity grow. They will also have direct experience owning an HRIS or equivalent system of record, and navigating compliance across more than one jurisdiction or legal entity as a real part of the job, not a footnote to it.
 
 
 
 Operating Disposition
 
 
 <ul>
 <li>
 Comfortable being the person who personally steps into the detail when something is broken, not just the one reviewing the dashboard about it
 </li>
 <li>
 Equally comfortable stepping back to redesign how the function is structured as the company scales, without using strategy as a place to hide from the floor
 </li>
 <li>
 Decisive under operational pressure: facilities failures and hiring crunches don't wait for a committee
 </li>
 <li>
 Master AI in people operations
 </li>
 <li>
 Builds and trusts capable pillar leads, while staying willing to work alongside them, not just above them, when stakes are high
 </li>
 <li>
 Respects HR Business Partnering as a function and resists absorbing or duplicating its scope
 </li>
 <li>
 Treats internal employees as customers and service levels as commitments, not aspirations
 </li>
 <li>
 Not a role for a candidate who manages the function through reports and reviews rather than direct presence
 </li>
 <li>
 Not a role for a candidate who treats strategy and execution as two separate jobs
 </li>
 </ul>
 
 
 WHO WE ARE LOOKING FOR
 
 
 
 The successful candidate will have run people operations, HR shared services, or a comparable multi-pillar operating function inside a company that scaled meaningfully, spanning talent acquisition, HR operations, facilities, and a security or safety function under one accountable leader. They will have owned a real budget across multiple functions, managed an HRIS or equivalent system of record directly, and navigated compliance across more than one jurisdiction as a genuine part of the job. They will have personally fixed broken operational processes rather than only commissioning others to fix them, and made real structural calls about how the function evolves as headcount and complexity grow.
 
 
 
 
</div>

General Manager - People Operations

Office Automation Services

HR &amp; Admin ManagerLocation: Karachi Department: HR &amp; Administration Employment Type: Full-TimeJob SummaryWe are seeking an experienced HR &amp; Admin Manager to lead and oversee the Human Resources and Administration functions of the organization. The ideal candidate will be responsible for HR governance, policy implementation, employee relations, workforce planning, and ensuring smooth departmental operations while supporting business objectives.Key Responsibilities<ul><li>Lead and manage the HR &amp; Admin department, ensuring efficient execution of HR operations.</li><li>Develop, review, and enforce HR policies, procedures, and best practices.</li><li>Provide guidance on employee relations, disciplinary matters, and workplace issues.</li><li>Drive workforce planning, employee engagement, and retention initiatives.</li><li>Collaborate with senior management on strategic HR decisions and organizational development.</li><li>Monitor HR performance metrics and recommend process improvements.</li><li>Ensure compliance with labor laws and company policies.</li><li>Handle escalated HR cases and provide effective resolutions.</li></ul>Requirements<ul><li>Bachelor's degree in Human Resources, Business Administration, or a related field.</li><li>5&ndash;8 years of relevant HR &amp; Administration experience, including team management.</li><li>Strong knowledge of HR operations, labor laws, and policy implementation.</li><li>Excellent leadership, communication, and problem-solving skills.</li><li>Proficiency in HRMS and Microsoft Office applications.</li></ul>What We Offer<ul><li>Competitive salary package</li><li>Professional growth opportunities</li><li>Collaborative and professional work environment</li></ul>Apply Now: Interested candidates are encouraged to submit their applications through Whatsapp 0337-9604005 or https://forms.gle/6sYr8jzwpRnTdkd79.Work Location: In person

HR & Admin Manager

Global Connect Synergy

Junior HR Executive (Male)Company: Global Connect Synergy &ndash; Group of Companies Job Type: Full-Time Timings: Monday to Friday | 9:00 AM &ndash; 6:00 PMJob OverviewWe are looking for a motivated and energetic Junior HR Executive (Male) to join our team. The ideal candidate should have basic HR knowledge along with understanding of operations, documentation handling, and ERP systems. The candidate will assist the HR Manager in day-to-day HR functions, recruitment activities, onboarding, and employee engagement initiatives.Key Responsibilities<ul><li>Maintain and update employee records and HR documentation</li><li>Assist in recruitment and interview coordination</li><li>Support employee onboarding and orientation processes</li><li>Handle ERP entries and maintain HR-related data</li><li>Coordinate with operations teams when required</li><li>Assist in employee engagement and employer branding activities</li><li>Ensure proper filing and record management</li></ul>Requirements:<ul><li>Male candidates will be preferred</li><li>Bachelor&rsquo;s degree in HR, Business Administration, or related field</li><li>2-3 years of relevant experience</li><li>Basic knowledge of HR operations and ERP handling</li><li>Good communication and organizational skills</li><li>Flexibility for managing blue collar staff.</li><li>Candidate should be available to join immediately or within one week of offer placement</li></ul>Location: sharahy Faisal Karachi, PakistanPay: Up to Rs80,000.00 per monthWork Location: In person

Sr. Executive HR - Male

MindEngage

Job Title: Business Development Officer Location: Main Shahrah e Faisal Karachi Employment Type: Full-TimeAbout UsWe are a growing HR and talent solutions company providing recruitment, staffing, HR outsourcing, employee training, and workforce management services to businesses across various industries. We are looking for a motivated Business Development Officer to help expand our client base and build long-term partnerships.Key Responsibilities<ul><li>Identify and develop new business opportunities through LinkedIn, email outreach, networking, and cold calling.</li><li>Generate qualified leads and schedule meetings with potential clients.</li><li>Promote HR services including recruitment, staffing, outsourced HR support, payroll solutions, and employee training programs.</li><li>Build and maintain strong relationships with business owners, HR managers, and decision-makers.</li><li>Prepare and deliver sales presentations and proposals.</li><li>Negotiate contracts and close new business deals.</li><li>Maintain an accurate sales pipeline and CRM records.</li><li>Conduct market research to identify industry trends and potential clients.</li><li>Collaborate with the recruitment and HR teams to ensure successful service delivery.</li><li>Meet and exceed monthly sales and revenue targets.</li></ul>Requirements<ul><li>2+ years of experience in business development, sales, recruitment, staffing, or HR services.</li><li>Excellent verbal and written English communication skills.</li><li>Strong prospecting, negotiation, and relationship-building skills.</li><li>Experience using LinkedIn Sales Navigator, CRM systems, and email outreach tools is an advantage.</li><li>Ability to work independently and achieve sales targets.</li><li>Strong presentation and proposal-writing skills.</li><li>Comfortable conducting virtual meetings with international clients.</li></ul>Preferred Qualifications<ul><li>Experience selling HR, recruitment, staffing, BPO, or outsourcing services.</li><li>Existing network of HR professionals, business owners, or corporate decision-makers.</li><li>Knowledge of UK, US, or international markets.</li></ul>Key Performance Indicators (KPIs)<ul><li>Number of qualified leads generated.</li><li>Client meetings booked.</li><li>Proposals submitted.</li><li>New client acquisitions.</li><li>Monthly and quarterly revenue generated.</li><li>Client retention and satisfaction rates.</li></ul>Benefits<ul><li>Competitive salary plus attractive commission structure.</li><li>Performance-based bonuses.</li><li>Career growth and leadership opportunities.</li><li>Ongoing sales and business development training.</li></ul>Work Location: In person

Business Development Officer (HR)

UNITED TOWEL EXPORTERS PRIVATE LIMITED

We are seeking a qualified and motivated HR Generalist to join our team at our textile manufacturing facility located in SITE Area, Karachi. The ideal candidate will play a key role in supporting HR operations, ensuring compliance, and fostering a productive and engaging workplace environment.Key Responsibilities<ul><li>Assist in the implementation of HR policies, procedures, and systems.</li><li>Manage recruitment processes, including job postings, screening, interviews, and onboarding.</li><li>Oversee attendance, payroll coordination, and employee record management.</li><li>Support performance management processes, including appraisals and KPI tracking.</li><li>Ensure compliance with labor laws, EOBI, SESSI, and other statutory requirements.</li><li>Handle employee relations matters and coordinate disciplinary actions where required.</li><li>Support training, development, and employee engagement initiatives.</li><li>Maintain accurate HR documentation and ensure confidentiality of employee information.</li><li>Collaborate with line managers to address workforce planning and operational HR needs.</li></ul>Qualifications and ExperienceEducation: Master&rsquo;s degree in Human Resource Management, Business Administration, or a related field.Experience: Minimum 4&ndash;5 years of relevant experience in HR within the textile or manufacturing sector.Skills and Competencies:<ul><li>Strong knowledge of HR operations and labor laws.</li><li>Proficiency in MS Office and HR management software (FlowHcm preferred).</li><li>Excellent communication, interpersonal, and problem-solving skills.</li><li>Ability to manage multiple priorities with attention to detail.</li></ul>Job Type: Full-timeWork Location: In person

HR Generalist (Sr. Executive/Assistant Manager)

Explore 40+ Hr leader in Karachi this July. Find roles across top companies and apply now to boost your career.