hr intern

hr manager

technical recruiter

sales coordinator

hr associate

junior recruiter

Web Applications & Data Integration Company

<p><b>Job Title:</b> Junior Recruiter (On-site)<br/><b>Location:</b> College Road, Township, Lahore<br/><b>Work Schedule:</b> Night Shift | 6:00 PM &ndash; 3:00 AM PKT<br/><b>Job Type:</b> Full-time</p><p><b>About the Role</b><br/>Wadic is seeking a motivated and detail-oriented <b>Junior Recruiter</b> to join our team. This role involves managing the end-to-end recruitment process&mdash;from sourcing and attracting talent to interviewing and onboarding employees. Prior experience in IT recruitment will be considered a plus, but we also value individuals eager to learn and stay updated with evolving technologies. This is an excellent opportunity to build your career in recruitment and maximize your growth potential.</p><p><b>Key Responsibilities</b></p><ul><li>Source, attract, and recruit candidates for senior-level IT specialist positions.</li><li>Utilize multiple channels (job boards, social media, professional networks, etc.) to identify and engage potential candidates.</li><li>Review resumes and assess specialized skills and qualifications.</li><li>Conduct pre-screening calls to evaluate applicants&rsquo; competencies and suitability.</li><li>Collaborate with team leaders to understand hiring needs and forecast recruitment goals.</li><li>Schedule and coordinate interviews with hiring managers and relevant stakeholders.</li><li>Ensure a positive candidate experience through consistent communication and feedback.</li><li>Support hiring managers during the recruitment cycle, including offer negotiations and closing candidates.</li><li>Maintain accurate records and updates within the applicant tracking system (ATS).</li></ul><p><b>Qualifications &amp; Requirements</b></p><ul><li>Bachelor&rsquo;s degree in Human Resources or a related field.</li><li>6 Months to 1 year of experience in technical and/or non-technical recruitment.</li><li>Strong understanding of recruitment techniques and best practices.</li><li>Excellent communication and interpersonal skills.</li><li>Proficiency with applicant tracking systems and recruitment tools.</li><li>Ability to understand technical job requirements and assess technical skills.</li></ul><p>Job Type: Full-time</p><p>Work Location: In person</p>

Junior Recruiter

WADIC

<div><p><b>Please Note: This is an on-site job position. This is a Junior-Medium level position.</b></p><p>
At Wadic, we&rsquo;re looking for a Recruiter with full-cycle recruiting experience, from talent sourcing and attracting candidates to interviewing and hiring great employees. Previous experience in the information technology (IT) sector is a plus. We&rsquo;re seeking someone who&rsquo;s willing to learn and remain up to date on technological developments. This exciting opportunity will enable the right person to take their career to a new level and maximize their growth potential.</p><p><b>
Responsibilities:</b></p><ul><li>
Recruit candidates for senior-level IT specialist roles</li><li>
Source and screen candidates through various channels, including job boards, social media, and professional networks</li><li>
Parse specialized skills and qualifications to screen resumes</li><li>
Perform pre-screening calls to analyze applicants&rsquo; abilities</li><li>
Coordinate with team leaders to forecast department goals and hiring needs</li><li>
Coordinate and schedule interviews with hiring managers and team members</li><li>
Manage the candidate experience from initial contact through offer acceptance, including timely communication and feedback</li><li>
Provide guidance and support to hiring managers throughout the recruitment process, including negotiating offers and closing candidates</li><li>
Maintain accurate and up-to-date records in the applicant tracking system</li></ul><p><b>
Requirements:</b></p><ul><li>
Bachelor's degree in Human Resources or other relevant fields</li><li>
1 years experience in Technical/Non-Technical recruitment</li><li>
Strong knowledge of recruiting techniques and best practices</li><li>
Strong communication and interpersonal skills</li><li>
Proficient in using applicant tracking systems and other recruitment tools</li><li>
Ability to understand technical job requirements and evaluate candidates' technical skills</li></ul><p><b>
Timing:</b></p><p>
Night Shift: 6:00pm - 3:00am</p><p><b>
Location:</b></p><p>
College Road, Township, Lahore.</p><p>
Job Type: Full-time</p></div>

HR Force International

<p><b>Key Responsibilities</b></p><ul><li><b>Full-Cycle Recruitment:</b> Manage the entire recruitment lifecycle for senior and strategic positions across multiple international jurisdictions, from sourcing and screening to offer negotiation and onboarding.</li><li><b>Sourcing &amp; Pipeline Development:</b> Utilize advanced sourcing techniques (Boolean, X-Ray, LinkedIn Recruiter, etc.) to build and maintain a robust, diverse talent pipeline for current and future needs.</li><li><b>Market Intelligence:</b> Act as an internal consultant on international talent markets, providing data-driven insights on compensation benchmarks, competitor activity, and talent availability to hiring managers and leadership.</li><li><b>Stakeholder Management:</b> Partner closely with senior hiring managers and department heads to understand hiring needs, define role requirements, and develop effective hiring strategies.</li><li><b>Candidate Experience:</b> Champion an exceptional and inclusive candidate experience, ensuring every candidate&mdash;regardless of outcome</li><li><b>Process Improvement:</b> Identify and implement improvements to our global recruitment processes, tools, and employer branding initiatives to enhance efficiency and effectiveness.</li><li><b>Compliance &amp; Best Practices:</b> Ensure all hiring practices comply with local labor laws and regulations in each country of operation. Stay updated on global immigration and visa processes.</li><li><b>Mentorship:</b> Provide guidance and mentorship to junior members of the talent acquisition team.</li></ul><p><b>Qualifications &amp; Experience</b></p><ul><li><b>Minimum of 5-7 years</b> of experience in full-cycle recruitment, with at least <b>3 years focusing on international hiring</b> (EMEA, APAC, or LATAM regions are highly desirable).</li><li>Proven track record of successfully recruiting for a variety of roles, including senior-level, technical, and hard-to-fill positions across different countries.</li><li>Demonstrable experience with international employment law, compliance, and contract norms.</li><li>Expertise with Applicant Tracking Systems (e.g., Greenhouse, Lever, Workday), LinkedIn Recruiter, and other sourcing platforms.</li><li>Experience working in a fast-paced, high-growth environment (tech startup experience is a plus).</li></ul><p><b>Skills &amp; Competencies</b></p><ul><li><b>Global Mindset:</b> Deep appreciation and understanding of cultural differences and business practices around the world.</li><li><b>Strategic Sourcer:</b> A &quot;hunter&quot; mentality with exceptional research and direct sourcing skills.</li><li><b>Superb Communicator:</b> Excellent verbal and written communication skills. Fluency in English is required; proficiency in another language (e.g., Spanish, German, Mandarin) is a significant advantage.</li><li><b>Data-Driven:</b> Ability to use data and metrics to tell a story, influence stakeholders, and drive decisions.</li><li><b>Negotiator:</b> Strong negotiation and closing skills, with expertise in crafting complex international compensation packages.</li><li><b>Autonomous &amp; Proactive:</b> A self-starter who can operate independently, manage multiple priorities, and thrive in an environment with minimal supervision.</li><li><b>Problem-Solver:</b> Excellent problem-solving skills and the ability to navigate ambiguity and complex logistical challenges.</li></ul><p>Job Type: Full-time</p><p>Work Location: In person</p>

Senior International Recruiter

F-6/3, Islamabad

<p>The <b>Junior HR Officer</b> will assist the HR department in managing day-to-day HR operations for the retail grocery store. The role involves supporting recruitment, employee relations, attendance management, payroll assistance, and enforcing company policies to ensure smooth store operations and a positive working environment.<br/><b>Key Responsibilities:</b></p><p><b>Recruitment &amp; Onboarding</b></p><ul><li>Assist in posting job ads, screening CVs, and scheduling interviews.</li><li>Support in conducting initial interviews for junior roles (cashiers, sales staff, helpers).</li><li>Help with employee onboarding, documentation, and orientation.</li></ul><p><b>Employee Records &amp; Documentation</b></p><ul><li>Maintain up-to-date employee records (attendance, leaves, contracts, ID copies).</li><li>Ensure all HR documentation is complete and filed properly.</li></ul><p><b>Attendance &amp; Payroll Support</b></p><ul><li>Monitor daily attendance, leaves, and overtime of store employees.</li><li>Provide attendance reports to accounts/payroll department.</li></ul><p><b>Employee Relations &amp; Support</b></p><ul><li>Address basic employee queries and escalate issues to HR Manager.</li><li>Assist in handling disciplinary actions, warnings, and store-level grievances.</li><li>Support in employee engagement activities to maintain morale.</li></ul><p><b>Compliance &amp; Policy Implementation</b></p><ul><li>Ensure store employees follow company policies, procedures, and code of conduct.</li><li>Assist in communicating HR policies and updates to staff.<b>=</b></li></ul><p><b>Training &amp; Development</b></p><ul><li>Help in organizing basic training sessions (customer service, grooming, store policies).</li><li>Track employee training completion and feedback.</li></ul><p><b>Requirements:</b></p><ul><li>Bachelor&rsquo;s degree in HR, Business Administration, or related field.</li><li>0&ndash;2 years of HR/admin experience (internship or retail experience preferred).</li><li>Basic knowledge of labor laws and HR practices.</li><li>Strong communication and interpersonal skills.</li><li>Proficiency in MS Office (Excel, Word).</li><li>Ability to multitask and handle store-level challenges.</li></ul><p><b>Benefits:</b></p><ul><li>Competitive salary and benefits.</li><li>Growth and learning opportunities in HR and retail operations.</li><li>Friendly and supportive work environment.</li></ul><p>Job Type: Full-time</p><p>Pay: Rs30,000.00 - Rs35,000.00 per month</p><p>Work Location: In person</p>

Junior HR Officer

Palladium Pakistan (Pvt.) Limited

<div><div><div><div><b>Posted date</b></div> <div>8th September, 2025</div> <div><b>Last date to apply</b></div> <div>31st October, 2025</div>
</div><br>
<div><div><b>Country</b></div> <div>Pakistan</div> <div><b>Locations</b></div> <div>Lahore</div>
</div><br>
<div><div><b>Category</b></div> <div>Health Care
</div></div><br>
<div><div><b>Type</b></div> <div>Consultancy</div><div></div>
</div><br>
<div><div><b>Experience</b></div> <div>5 years</div></div></div></div>
<br><p></p><div><p><b>E4H Punjab TA: ASSESSMENT OF HEALTH FACILITIES FOR ACCESSIBILITY AND INCLUSIVITY OF DISABLED AND SPECIAL NEEDS PERSONS</b></p>
<p></p>
<p>Background and Problem Statement</p>
<p>
Despite Pakistan&rsquo;s gradual progress in expanding public health infrastructure and advancing toward Universal Health Coverage (UHC), persons with disabilities continue to face systemic barriers in accessing equitable healthcare. According to the 2023 Population and Housing Census, 3.41 percent of Pakistan&rsquo;s population - and 3.84 percent in Punjab - live with a disability.[1] In alignment with the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), this technical assistance (TA) defines disability as long-term physical, sensory, intellectual, cognitive, or psychosocial impairments which, in interaction with environmental and attitudinal barriers, hinder full and effective participation in society on an equal basis with others.</p>
<p>
Health equity and UHC cannot be achieved unless health systems are inclusive and accessible to all, including persons with disabilities. Global evidence, including WHO&rsquo;s <i>Global Report on Health Equity for Persons with Disabilities</i> (2022)[2], confirms that persons with disabilities are more likely to experience delayed care, poor health outcomes, and financial hardship due to inaccessible services. Inclusive health systems are not only a rights-based obligation but also a critical enabler of service quality, resilience, and population coverage.</p>
<p>
Punjab, the country&rsquo;s most populous province, hosts a significant share of Pakistan&rsquo;s health infrastructure and disease burden. While efforts have been made to improve service delivery, inclusivity remains poorly integrated into infrastructure design, human resource development, and service protocols. Currently, no systematic data exists on the accessibility of health facilities for persons with disabilities in the province.</p>
<p>
At the policy level, Pakistan has committed to disability inclusion through:</p>
<ul>
<li><b>The UNCRPD</b> (ratified 2011), which outlines the right to the highest attainable standard of health without discrimination[3].</li>
<li><b>The National Policy for Persons with Disabilities (2002)</b>, which calls for integrated health services and assistive technologies.</li>
<li><b>The Punjab Empowerment of Persons with Disabilities Act (2022)</b> mandates non-discriminatory, barrier-free access to all public and private facilities.</li>
</ul>
<p>However, operationalisation of these commitments within the health sector remains limited. The Punjab Health Sector Strategy (2019&ndash;2028) articulates a vision for equitable service delivery but does not fully address disability inclusion in facility design or service operations. Moreover, global frameworks such as WHO&rsquo;s <i>Disability-Inclusive Health Services Toolkit</i> and <i>Health Equity for Persons with Disabilities: A Guide for Action</i> emphasise the need to address barriers across physical, informational, communication, and attitudinal dimensions.</p>
<p>
In this context, this Technical Assistance (TA) will conduct a structured assessment of public health facilities across selected urban and rural districts in Punjab. The aim is to evaluate the inclusivity of health services across infrastructure, staff capacity, and service delivery processes&mdash;benchmarked against national legislation and international best practices. The assessment will generate actionable recommendations and a prioritised roadmap for institutionalising disability-inclusive practices across the provincial health system.</p>
<p>
Strategic Approach</p>
<p>
This TA was a direct ask from the Special Secretary (Operations), H&amp;PD, during an engagement. This TA will support implementation of UHC reforms by identifying systemic barriers that prevent equitable access to essential health services for persons with disabilities, directly contributing to SDG 3.8 (achieve UHC, including financial risk protection, access to quality essential health-care services and access to safe, effective, quality and affordable essential medicines and vaccines for all) and SDG 10.2 (empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.). It also aligns with Pakistan&rsquo;s EPHS by assessing whether inclusive standards are upheld at the facility level. It also aligns directly with national and provincial disability policies by translating commitments into actionable reforms. It supports the implementation of the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD), ratified by Pakistan in 2011, which commits the country to ensuring equal access to health and rehabilitation services for persons with disabilities.1</p>
<p>
Crucially, this TA demonstrates E4H&rsquo;s demand-responsive model and exemplifies how E4H mobilises timely technical support in response to provincial priorities while advancing its broader systemic goals. The TA also complements other E4H-supported efforts&mdash;such as Primary Healthcare (PHC) revamping, deployment of Clinic on Wheels (COWs), and engagement with Community Health Inspectors (CHIs)&mdash;by embedding disability inclusion within existing delivery platforms and operational frameworks. In doing so, it strengthens the coherence and reach of E4H&rsquo;s broader programming.</p>
<p><b>
Objectives</b></p>
<p>
The specific objectives of the TA are:</p>
<div>
<ul><li>To assess the disability inclusion readiness of public health facilities across six selected districts in Punjab, by evaluating infrastructure, service delivery and staff readiness, and institutional processes against international benchmarks (WHO, UNCRPD)/ framework, and identifying key gaps.</li></ul>
<ul><li>To generate actionable, system-level recommendations and a scalable assessment framework that can inform inclusive health reforms, guide infrastructural upgrades, and support the institutionalization of disability-responsive practices within Punjab&rsquo;s health system.</li></ul></div><br>
<p></p>
<div>
<div><div><div><p><b>Domain</b></p></div><div><br>
<p><b>
Description</b></p></div></div><div><br>
<div>
<p>Physical Accessibility</p></div><div><br>
<p>
Infrastructure, signage, ramps, restrooms</p></div></div><div><br>
<div>
<p>Attitudinal Barriers</p></div><div><br>
<p>
Staff attitudes, awareness, inclusion training</p></div></div><div><br>
<div>
<p>Communication Barriers</p></div><div><br>
<p>
Use of sign language, visual aids, etc.</p></div></div><div><br>
<div>
<p>Financial Accessibility</p></div><div><br>
<p>
Awareness of entitlements, subsidies, or costs</p></div></div><br>
</div>
</div><p></p><p><b>Scope of Work and Methodology</b></p>
<p>
The scope of this TA encompasses a comprehensive, multi-phase assessment of 30 public health facilities across six selected districts in Punjab (three urban and three rural), focusing on their accessibility and inclusivity for persons with disabilities. The TA will employ a mixed-methods approach - combining infrastructure assessments, staff and patient interviews, and policy reviews - to identify systemic and facility-level barriers to inclusive service delivery. The assignment will be delivered over a six-month period and structured in five sequential phases:</p>
<p><b>
Phase 1: Planning and Inception</b></p>
<ul>
<li>Conduct preliminary consultations with H&amp;PD to finalise scope and stakeholder engagement strategy (including engaging relevant statutory bodies existing in the province).</li>
<li>Select districts and facilities using stratified sampling to ensure geographic and service-level diversity (e.g., BHUs, RHCs, DHQs and THQs).</li>
<li>Develop an Inception Report outlining the work plan, roles, risk mitigation plan, and contextual analysis.</li>
</ul>
<p><b>Phase 2: Tool Development and Training</b></p>
<ul>
<li>Design and adapt data collection tools based on technical guidance from WHO and similar bodies. Which includes incorporating global best practices, tools, and country examples (i.e., Saudi Arabia, Kenya, South Africa) that offer replicable or adaptable models (i.e., WHO Disability-Inclusive Health Services Toolkit; WHO Health Equity for Persons with Disabilities: A Guide for Action; UNFP Disability Awareness Checklist for Healthcare Services etc.</li>
<li>Customize checklists to capture physical access (ramps, signage, pathways), service readiness, staff training, and patient dignity elements.</li>
<li>Conduct a focused review of relevant global and regional assessments to extract applicable design features, indicators, and implementation lessons. Examples should inform the development of a tailored, context-specific assessment checklist and methodology adapted to Punjab&rsquo;s health system. The resulting tools should reflect both international standards and local realities, ensuring practical relevance and alignment with disability-inclusive service delivery principles.</li>
<li>Develop training materials for field teams, emphasising ethical considerations and standardised scoring protocols.</li>
<li>Conduct a training workshop for surveyors, including field pilots at 1&ndash;2 test sites, to refine instruments.</li>
</ul>
<p><b>Phase 3: Field Assessment and Data Collection</b></p>
<ul>
<li>Deploy survey teams across selected districts to conduct on-site assessments, supported by a civil engineer, disability expert, and data analyst.</li>
<li>Activities include:Ensure quality control through routine check-ins and centralised data monitoring.
<ul><li>Physical assessments (entrances, restrooms, wards, signage)</li>
<li>Staff interviews on care practices and institutional culture (Proportionate variety of disabled persons need to be interviewed across health facilities of both health departments, as well as officers deputed in each district from the Department of Social Welfare and Bait-ul-Mal) PESSI</li>
<li>Patient feedback (where applicable), with attention to gender and disability types</li>
<li>Collection of photographic and geospatial evidence</li>
</ul>
</li></ul><p><b>Phase 4: Data Analysis and Interpretation</b></p>
<ul>
<li>Consolidate and clean raw data from all assessment sites.</li>
<li>Analyse findings to identify:Map results against international standards and national benchmarks to assess compliance and identify critical gaps.
<ul><li>Recurring infrastructure and service barriers</li>
<li>Facility readiness scores</li>
<li>Variations by district and facility type</li>
</ul></li><li>Prepare a feasibility matrix outlining interventions by cost, urgency, and policy alignment.</li>
<li>Assess the scalability potential of tools for institutionalisation in the department and replication in other districts.</li>
</ul>
<p><b>Phase 5: Reporting and Dissemination</b></p>
<ul>
<li>Draft facility-wise assessment reports and one consolidated analytical report.</li>
<li>Develop a technical policy brief and slide deck summarising key findings and recommendations for decision-makers.</li>
<li>Organize a validation workshop with H&amp;PD and relevant stakeholders to present and refine the proposed recommendations.Incorporate feedback and submit final deliverables, including a replicable methodology guide and raw data archive for institutional use.
<ul><li>H&amp;PD</li>
<li>SHC&amp;MED</li>
<li>Statutory bodies/councils</li>
<li>Department of Social Welfare and Bait ul Mal</li>
<li>PESSI; among others.</li>
</ul>
</li></ul><p>This phased and participatory methodology will ensure that the TA delivers context-sensitive insights, promotes local ownership, and builds a foundation for long-term integration of disability-inclusive standards in health infrastructure planning and service delivery.</p>
<p><b>
Capacity Transfer, Sustainability and Transition Planning</b></p>
<p>
This TA will ensure sustainability, capacity transfer, and transition by initiating a paradigm shift in how disability is perceived within Punjab&rsquo;s health system&mdash;moving from ad hoc adjustments to a culture of inclusiveness that underpins UHC. The Special Secretary (Operations) will be the focal point, the process will sensitise institutions and staff, challenging stigma and embedding disability inclusion into everyday practice. The tools and data generated will not only provide an evidence base but also tell an inclusive story that shapes future policies, guidelines, infrastructural standards, signage improvements, and staff attitudes. By institutionalising these practices and helping to create both societal and departmental change, the TA marks a decisive step toward building a health system that recognises equity as a core value and sustains inclusive service delivery well beyond the project period.</p>
<p></p>
<p><b>Deliverables</b></p>
<p>
This TA will generate a series of structured deliverables aligned with the key phases of the assignment. These deliverables will support both immediate decision-making and long-term institutional integration of disability-inclusive health system practices.</p>
<div>
<ul><li>Inception Report &amp; Presentation.</li></ul>
<ul><li>Customised Assessment Tools.</li></ul>
<ul><li>Facility &amp; Consolidated Reports.</li></ul>
<ul><li>Feasibility &amp; Prioritisation Matrix.</li></ul>
<ul><li>Final Report (with slide deck) &amp; Policy Brief.</li></ul>
</div>
<p></p><div><p><b>Health Facility Surveyors (Junior National)</b></p>
<p><b>
LOE:</b> 84 days (subject to change)</p>
<p><b>
Period: </b>Sep 2025 &ndash; Mar 2026</p>
<p><b>
Role Requirements</b><br>
Conduct field assessments of facilities, carry out staff interviews and observations, and ensure accurate and ethical data collection.</p>
<p><b>
Technical Expertise</b><br>
Bachelor's degree in health sciences, social sciences, or equivalant. 5 years&rsquo; overall years of experience. Experience in field data collection, facility assessments, or health service delivery. Experience with accessibility assessments and direct community engagement preferred.</p>
<p><b>
Core Competencies</b><br>
Working with others; Communicating with others; Analysis and use of information.</p>
<p><b>
Deliverables</b></p>
<p>
Same as above.</p></div></div><p></p>

PN 24 - Ongoing Recruitment – STTA Junior National - Health Facility Surveyors

TECH DATA

<p>As a Technical Recruiter on our night shift team, you will play a critical role in our global expansion. You'll be the strategic partner who connects with top tech talent in different time zones (like North &amp; South America, and sometimes APAC) while the rest of the world sleeps. This isn't just a sourcing role; you'll own the full recruitment lifecycle for key technical positions and be essential to our around-the-clock hiring engine.</p><p><b>What You'll Do:</b></p><ul><li><b>Full-Cycle Recruitment:</b> Manage the entire recruitment process for technical roles (IT Engineers, Data Scientists, etc.), from initial sourcing to offer extension.</li><li><b>Strategic Sourcing:</b> Utilize creative sourcing strategies ( LinkedIn Recruiter, GitHub, niche job boards, etc.) to build a robust pipeline of passive candidates.</li><li><b>Global Candidate Engagement:</b> Conduct screenings and initial interviews during the night shift, providing a seamless and responsive candidate experience.</li><li><b>Candidate Advocacy:</b> Serve as a brand ambassador, effectively communicating our company's vision and culture to potential candidates.</li><li><b>Data-Driven Approach:</b> Track and analyze recruitment metrics to identify areas for improvement and report on pipeline status.</li></ul><p><b>What We're Looking For:</b></p><ul><li><b>Proven experience (3+ years) as a Technical Recruiter,</b> either in-house at a tech company or at a recruiting agency.</li><li>Demonstrable experience sourcing and hiring for hard-to-fill technical roles.</li><li>Expertise in using LinkedIn Recruiter, Applicant Tracking Systems</li><li>Strong understanding of technical skills lifecycles.</li><li>Excellent communication and interpersonal skills, with the ability to engage and build rapport with candidates and hiring managers.</li><li>Self-motivated, proactive, and able to thrive in an independent, remote night-shift environment.</li><li>A strong sense of ownership and a results-oriented mindset.</li></ul><p>Job Type: Full-time</p><p>Work Location: In person</p>

Technical Recruiter (Night Shift)

Break Thirty LLC

<p>Hiring HR/Recruiter Intern &ndash; Join Break Thirty&rsquo;s Team in Lahore!</p><p><b>About Break Thirty: </b>Break Thirty is a dynamic digital agency dedicated to crafting exceptional digital experiences. We&rsquo;re seeking a motivated HR/Recruiter Intern to join our Lahore office and support our growing team.</p><p><b>What We Seek:</b> We&rsquo;re looking for an enthusiastic and organized HR/Recruiter Intern to join us full-time. This internship offers hands-on experience in recruitment, talent acquisition, and HR operations, playing a vital role in shaping our vibrant team.</p><p><b>Responsibilities:</b></p><ul><li>Support the full recruitment cycle, including posting jobs, sourcing candidates, screening resumes, conducting initial interviews, and assisting with onboarding.</li><li>Contribute to creating a positive workplace by supporting employee engagement and relations initiatives.</li><li>Assist in developing and updating HR policies to align with company goals and comply with labor regulations.</li><li>Help organize training programs and development initiatives to foster employee growth.</li><li>Maintain and update employee records and HR documentation, ensuring accuracy and regulatory compliance.</li><li>Support the administration of employee benefits programs, addressing inquiries and providing assistance.</li><li>Collaborate with hiring managers to define job requirements and source candidates for technical roles, such as Python developers.</li><li>Coordinate and schedule technical interviews, ensuring a seamless and professional process.</li><li>Build strong relationships with candidates and internal teams, maintaining clear and professional communication throughout the hiring process.</li></ul><p><b>Salary:</b></p><p><b>PKR</b> <b>35,000 &ndash; 50,000</b> per month, depending on skills and expertise (<b>this is a ballpark range, not definitive</b>).</p><p><b>Location:</b> Lahore (On-site)</p><p><b>Job Type:</b> Full-time</p><p>If you're passionate about crafting great user experiences, apply today!</p><p><b>Ability to commute/relocate:</b></p><ul><li>Lahore: Reliably commute or planning to relocate before starting work (Required)</li></ul><p><b>Language:</b></p><ul><li>English (Required)</li></ul><p>Job Types: Full-time, Internship<br/>Contract length: 3 months</p><p>Pay: Rs35,000.00 - Rs50,000.00 per month</p><p>Work Location: In person</p>

Human Resources Intern

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PN 24 - Ongoing Recruitment – STTA Junior National - Health Facility Surveyors

Technical Recruiter (Night Shift)

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