talent and culture lead Jobs in Islamabad

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assistant manager talent acquisition

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people operations & talent specialist

performance marketing specialist Jobs in Islamabad

performance marketing specialist

senior hr specialist

talent culture specialist

<div>
 
 About The Role
 
 
 
 We are looking for a passionate and dynamic Talent &amp; Culture Specialist to join our People &amp; Culture team. In this role, you will be responsible for designing and implementing initiatives that attract, develop, and retain top talent while nurturing a high-performance, inclusive, and values-driven culture. You will work closely with leadership and cross-functional teams to enhance employee engagement, well-being, and organizational effectiveness.
 
 
 
 What will be your responsibilities?
 
 
 
 
 Talent Acquisition &amp; Onboarding
 
 
 
 <ul>
 <li>
 Manage end-to-end recruitment processes for various roles, ensuring a smooth and positive candidate experience
 </li>
 <li>
 Develop sourcing strategies to attract high-quality candidates through job boards, social media, referrals, and networking.
 </li>
 <li>
 Coordinate and conduct interviews, assessments, and offer negotiations.
 </li>
 <li>
 Facilitate a seamless onboarding experience for new hires.
 
 
 </li>
 </ul>
 
 Culture &amp; Engagement
 
 
 
 <ul>
 <li>
 Plan and execute employee engagement activities, events, and recognition programs.
 </li>
 <li>
 Act as a culture ambassador, promoting organizational values and a positive work environment.
 </li>
 <li>
 Conduct regular pulse checks and surveys to gather employee feedback and drive improvement initiatives.
 </li>
 <li>
 Partner with leadership to develop and embed a strong organizational culture.
 
 
 </li>
 </ul>
 
 What are we looking for and what does it require to be the right fit for this role?
 
 
 
 <ul>
 <li>
 Bachelor's degree in human resources, Business Administration, Psychology, or a related field.
 </li>
 <li>
 2&ndash;4 years of experience in HR, preferably in talent management, employee engagement, or organizational development.
 </li>
 <li>
 Strong interpersonal and communication skills.
 </li>
 <li>
 Ability to work independently and collaboratively in a fast-paced environment.
 </li>
 <li>
 High emotional intelligence, empathy, and a passion for people.
 </li>
 <li>
 Knowledge of employment laws and HR best practices.
 </li>
 <li>
 Experience in a startup or fast-growth organization.
 </li>
 <li>
 Exposure to DEI, mental health, or culture-building programs.
 </li>
 <li>
 HR certifications (e.g., SHRM-CP, PHR) are a plus.
 
 
 </li>
 </ul>
 
 Why Join AIO?
 
 
 
 Our mission is to revolutionize the US restaurant industry by providing a comprehensive and fully integrated solution that empowers restaurant owners to efficiently manage all aspects of their business. Our platform combines our patented AI technology with unparalleled customer support to help owners increase revenue, reduce costs, and improve their overall profit margins.
 
 
 We believe that restaurants should be able to focus on delivering exceptional dining experiences to their customers, without the added stress of managing complex and disparate systems. That's why we offer an All-In-One super app platform for all their needs, from front-of-the-house operations like ordering, payment, marketing and rewards, to back-of-the-house management like inventory, staff, and financials.
 
 
 We are laser focused on becoming a significant player in the $55 billion restaurant tech SaaS market. You will be a part of a world class, up-and-coming Silicon Valley funded startup.
</div>

Talent & Culture Specialist

sïParadigm Diagnostic Informatics

<div>
 
 We are looking for a
 
 Senior HR Specialist
 
 to lead and execute full-spectrum HR functions at our
 
 Islamabad site
 
 . This is a critical role that blends
 
 HR operations, compliance, talent acquisition, employee experience
 
 , and
 
 strategic HR support
 
 . The successful candidate will manage everything from
 
 contract issuance, onboarding, and HR systems
 
 , to
 
 quarterly reviews, 360-degree feedback
 
 ,
 
 benefits, and employee engagement
 
 &mdash; all in compliance with
 
 Pakistani labor laws
 
 .
 
 
 
 
 
 
 Key Responsibilities:
 
 
 
 
 
 
 
 HR Operations &amp; Compliance
 
 
 <ul>
 <li>
 Manage the
 
 employee lifecycle
 
 : onboarding, confirmations, transfers, exits
 </li>
 <li>
 Prepare and issue
 
 employment offers, contracts, confirmations, extension letters, and final settlements
 
 </li>
 <li>
 Ensure complete and audit-ready employee records (physical + digital)
 </li>
 <li>
 Ensure
 
 compliance with Pakistan labor law
 
 , including
 
 EOBI
 
 and
 
 FBR regulations
 
 </li>
 <li>
 Liaise with external stakeholders (auditors, legal consultants, regulatory bodies) as needed
 </li>
 <li>
 Coordinate internal HR audits and ensure operational risk mitigation
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition
 
 
 <ul>
 <li>
 Own the
 
 end-to-end recruitment process
 
 : requisitions, sourcing, screening, interviewing, offer rollouts
 </li>
 <li>
 Prepare
 
 offer letters
 
 and negotiate employment terms within compensation bands
 </li>
 <li>
 Ensure all new hires are onboarded with correct documentation and orientation sessions
 </li>
 <li>
 Maintain a strong
 
 talent pipeline
 
 for critical and recurring roles
 </li>
 </ul>
 
 
 
 
 
 Performance Management
 
 
 <ul>
 <li>
 Drive
 
 quarterly performance reviews
 
 and facilitate annual appraisal cycles
 </li>
 <li>
 Implement and monitor
 
 360-degree feedback mechanisms
 
 for continuous development
 </li>
 <li>
 Support creation of
 
 KPIs, performance improvement plans
 
 , and goal alignment
 </li>
 <li>
 Guide managers in performance coaching, documentation, and fair evaluations
 </li>
 </ul>
 
 
 
 
 
 Training &amp; Development
 
 
 <ul>
 <li>
 Conduct
 
 training needs analysis (TNA)
 
 and plan annual learning calendars
 </li>
 <li>
 Organize
 
 induction programs
 
 , skill-based workshops, and leadership development initiatives
 </li>
 <li>
 Track training effectiveness, participation, and development outcomes
 </li>
 </ul>
 
 
 
 
 
 Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Process accurate
 
 monthly payroll inputs
 
 , tax declarations, and statutory deductions
 </li>
 <li>
 Administer
 
 EOBI
 
 ,
 
 health insurance
 
 ,
 
 gratuity/provident fund
 
 , and paid leave programs
 </li>
 <li>
 Maintain C&amp;B records and support compensation benchmarking exercises
 </li>
 <li>
 Address employee inquiries related to compensation, benefits, and deductions
 </li>
 </ul>
 
 
 
 
 
 HR Policies
 
 
 <ul>
 <li>
 Draft, revise, and enforce
 
 HR policies
 
 , site-specific SOPs, and the
 
 employee handbook
 
 </li>
 <li>
 Communicate policy updates across the team and conduct policy orientation sessions
 </li>
 <li>
 Ensure policies align with legal requirements and internal governance standards
 </li>
 </ul>
 
 
 
 
 
 Employee Engagement &amp; Experience
 
 
 <ul>
 <li>
 Design and execute
 
 employee engagement programs
 
 , surveys, and cultural events
 </li>
 <li>
 Serve as the
 
 go-to HR contact
 
 for employee relations, grievances, and issue resolution
 </li>
 <li>
 Promote a positive work environment rooted in respect, inclusion, and transparency
 </li>
 </ul>
 
 
 
 
 
 HRIS &amp; Reporting
 
 
 <ul>
 <li>
 Maintain all employee records in the
 
 HRIS/HRMS system
 
 with real-time accuracy
 </li>
 <li>
 Generate HR reports: attrition, headcount, attendance, demographics, etc.
 </li>
 <li>
 Troubleshoot HR tech issues and work with IT/vendors for HRIS improvements
 </li>
 </ul>
 
 
 
 
 
 Qualifications &amp; Skills Required
 
 
 <ul>
 <li>
 Bachelor&rsquo;s or Master&rsquo;s in HR, Business Administration, or related discipline
 </li>
 <li>
 
 5&ndash;8 years
 
 of end-to-end HR experience in Pakistan across operations, compliance, talent, and development
 </li>
 <li>
 Strong command of
 
 Pakistan Labor Law
 
 ,
 
 EOBI
 
 ,
 
 FBR taxation
 
 , and
 
 HR documentation
 
 </li>
 <li>
 Experience with
 
 HRIS/HRMS platforms
 
 (e.g., SAP, Workday, BambooHR, etc.)
 </li>
 <li>
 Proficiency in preparing contracts, policy documentation, and audit reporting
 </li>
 <li>
 Excellent interpersonal, written, and verbal communication skills
 </li>
 <li>
 Discretion, attention to detail, and ability to manage complex or sensitive HR cases
 </li>
 </ul>
 
 
 
 
 
 
 
 
 
 
 
 Why Join Us?
 
 
 <ul>
 <li>
 Lead comprehensive HR delivery for a high-impact Islamabad-based team
 </li>
 <li>
 Shape policy, culture, and people operations within a structured but agile HR environment
 </li>
 <li>
 Competitive salary and full statutory benefits:
 
 EOBI, health insurance, paid leaves, provident/gratuity
 
 </li>
 <li>
 Supportive leadership, inclusive culture, and real room for career growth
 </li>
 </ul>
 
 
</div>

Senior HR Specialist

Architecture In Motion

<div>Title: People Operations &amp; Talent Specialist 
Level: Mid-level individual contributor (Non-Managerial) 
Department: People / Human Resources 
Reporting To: Head of Digital Solutions &amp; Innovation

Work Arrangement: Remote - Occasional travel may be required for company events, typically on a quarterly, semi-annual, or annual basis.

About AIM:

Architecture in Motion Inc. (AIM) is a Canadian technology consulting firm that supports organizations across the public and private sectors with software engineering, cloud platforms, API integration, and enterprise technology solutions. We work closely with our clients to deliver practical, secure, and scalable systems, with a strong focus on long-term partnerships and delivery excellence. As AIM continues to grow, we are strengthening our internal people operations to better support our teams and hiring needs across technical and business roles.

Role Overview

Architecture in Motion Inc. (AIM) is seeking a People Operations &amp; Talent Specialist to support core people operations, IT talent acquisition, and people-related reporting and insights.

This is a hands-on individual contributor role designed to bring structure, consistency, and visibility to people operations and hiring activities. The role supports onboarding and offboarding, IT talent acquisition workflows, and the development of people and talent metrics that inform planning and decision-making.

This position does not include people management responsibilities and is intended to complement and support the existing HR team.

Key Responsibilities

People Operations (Core)
<ul>
<li>Support end-to-end onboarding and offboarding processes across all roles.</li>
<li>Ensure timely completion of employee documentation, checklists, and system updates.</li>
<li>Maintain accurate employee records across HR systems and internal repositories.</li>
<li>Support employee lifecycle processes in alignment with internal policies and standards.</li>
<li>Act as an operational support partner to HR and leadership teams.</li>
</ul>
Talent Acquisition Support (IT &amp; Technical Roles)
<ul>
<li>Support talent acquisition activities for IT and technical roles.</li>
<li>Coordinate job postings, candidate tracking, and interview scheduling using the ATS.</li>
<li>Support hiring managers with interview coordination and hiring process consistency.</li>
<li>Track recruiting activity and hiring progress across open roles.</li>
<li>Maintain accurate recruitment data and documentation.</li>
</ul>
Talent &amp; People Insights (Analytics Focus)
<ul>
<li>Collect, organize, and maintain people and talent data, including hiring, onboarding, attrition, and workforce trends.</li>
<li>Prepare recurring people and talent reports for leadership.</li>
<li>Support the development and maintenance of people and talent dashboards.</li>
<li>Help standardize people and recruiting metrics, definitions, and reporting formats.</li>
<li>Identify trends, bottlenecks, or risks related to hiring and workforce capacity.</li>
<li>Respond to ad-hoc people and talent data requests with clear, accurate insights.</li>
</ul>
Process Improvement &amp; Documentation
<ul>
<li>Assist in documenting people operations and talent acquisition processes.</li>
<li>Support the introduction of standardized templates, trackers, and workflows.</li>
<li>Contribute to continuous improvement of people and talent operations as AIM scales.</li>
</ul>
Required Qualifications

Education
<ul>
<li>Bachelor&rsquo;s degree in Human Resources, Business Administration, Analytics, or a related field.</li>
<li>HR certification (CHRP, HRPA coursework, or similar) is an asset but not required.</li>
</ul>
Experience
<ul>
<li>3&ndash;6 years of experience in people operations, HR operations, talent operations, or HR generalist roles.</li>
<li>Hands-on experience supporting onboarding and offboarding processes.</li>
<li>Experience supporting talent acquisition, preferably for IT or technical roles.</li>
<li>Experience preparing reports or working with people or recruiting data.</li>
</ul>
Skills
<ul>
<li>Strong Visio/Miro (or similar tools), Excel or Google Sheets skills, including formulas and basic analysis.</li>
<li>Experience working with HRIS and ATS platforms.</li>
<li>Strong organizational and documentation skills.</li>
<li>Ability to translate data into clear, practical insights.</li>
<li>Comfortable working independently without formal authority.</li>
<li>Professional, discreet, and collaborative working style.</li></ul></div>

People Operations & Talent Specialist

Kodifly

<div>
 Talent &amp; Culture Lead
 
 
 Location: Pakistan
 
 
 Department: People &amp; Culture
 
 
 Reports To: Co-Founders
 
 
 
 About Kodifly
 
 
 
 Kodifly is building the future of spatial intelligence for infrastructure, redefining how cities, transport networks, and construction ecosystems understand the world in 3D. Born in Hong Kong Science Park and accelerated by HKAI Lab, NVIDIA Inception, and leading innovation programs, Kodifly is expanding rapidly across South Ease Asia and Saudi Arabia
 
 
 Our platform &mdash; SpatialSense &mdash; integrates AI, LiDAR, 3D mapping, digital twins, and real-time analytics to make infrastructure safer, more efficient, and more sustainable.
 
 
 We are scaling fast, and our people are the engine behind this momentum.
 
 
 This is where you come in.
 
 This role is open to anyone with the ambition and appetite to take on big challenges.
 
 
 
 
 Role Overview
 
 
 
 We&rsquo;re searching for a Talent &amp; Culture Lead who is more than an HR manager &mdash; someone who will become the architect of a thriving, high-trust, high-performance organization.
 
 
 You will shape how we hire, grow, retain, and energize exceptional people across Hong Kong, Pakistan, Saudi Arabia, and beyond.
 
 
 This role is for someone who genuinely cares about people, systems, leadership development, and organisational excellence &mdash; and wants to build a culture that outperforms giants.
 
 
 
 What You&rsquo;ll Own
 
 
 
 <ul>
 <li>
 Culture Architecture &amp; Employee Experience
 </li>
 <li>
 Build and continuously refine a culture that reflects Kodifly&rsquo;s values of ownership, craftsmanship, curiosity, and integrity.
 </li>
 <li>
 Design rituals, programs, and experiences that strengthen team cohesion across countries and functions.
 </li>
 <li>
 Create frameworks that reinforce psychological safety AND performance accountability.
 </li>
 <li>
 Lead initiatives that improve well-being, engagement, recognition, and leadership development.
 </li>
 <li>
 Identify culture gaps early and design solutions before they become problems.
 </li>
 <li>
 Talent Excellence &amp; People Operations
 </li>
 <li>
 Own end-to-end talent acquisition pipelines for technical and business roles; install hiring systems that scale.
 </li>
 <li>
 Improve interviewing standards, candidate experience, competency frameworks, and employer branding.
 </li>
 <li>
 Build dashboards and people analytics to inform decisions on performance, hiring velocity, attrition, engagement, and team health.
 </li>
 <li>
 Manage onboarding/offboarding so every team member transitions with clarity, structure, and confidence.
 </li>
 <li>
 Maintain and evolve HR policies across HK, PK, KSA &mdash; ensuring compliance while enabling operational speed.
 </li>
 <li>
 Leadership Partnering &amp; Organizational Development
 </li>
 <li>
 Act as a trusted partner to founders and team leads on organisational design, conflict resolution, team dynamics, and performance management.
 </li>
 <li>
 Build scalable processes for goal-setting, reviews, capability building, and succession planning.
 </li>
 <li>
 Coach managers to become better leaders &mdash; setting standards that elevate the entire organisation.
 </li>
 <li>
 Drive cross-functional alignment and communication, ensuring teams stay focused and rowing in the same direction.
 </li>
 <li>
 Compliance, Risk, and Governance
 </li>
 <li>
 Ensure compliance with labour laws in HK, Pakistan, and relevant international jurisdictions.
 </li>
 <li>
 Develop and maintain progressive, transparent HR documentation and policies.
 </li>
 <li>
 Manage sensitive matters with confidentiality, neutrality, and high emotional intelligence.
 </li>
 <li>
 Create audit-ready processes that ensure operational integrity as the company expands.
 </li>
 <li>
 Employer Branding &amp; External Communication
 </li>
 <li>
 Build and execute Kodifly&rsquo;s employer brand strategy across LinkedIn, careers pages and other channels.
 </li>
 <li>
 Create and coordinate content (posts, campaigns, events) that showcases our people, culture, projects and impact.
 </li>
 <li>
 Take charge on relevant external events, meetups and partnerships.
 
 
 </li>
 </ul>
 
 What Makes You a Great Fit
 
 
 
 <ul>
 <li>
 Ideally 4&ndash;7 years of hands-on experience in HR, People &amp; Culture, Talent Acquisition, Organizational Development, or Leadership Enablement.
 </li>
 <li>
 Proven track record &mdash; able to source, assess, and close top talent across technical, operational, and leadership roles.
 </li>
 <li>
 Demonstrated ability to design and scale hiring systems, including competency frameworks, interview processes, scorecards, employer branding, and onboarding workflows.
 </li>
 <li>
 Proven track record of building high-performance cultures in fast-growing or founder-driven teams.
 </li>
 <li>
 Strong command over modern people practices: performance management, employee engagement, capability building, compensation structures, conflict resolution, and HR analytics.
 </li>
 <li>
 Comfortable making data-driven decisions without losing the human element; able to derive insights from people metrics, hiring funnel analytics, and engagement data.
 </li>
 <li>
 Highly adaptable; able to operate in ambiguity, make judgment calls, and prioritise what truly matters in a fast-moving environment.
 </li>
 <li>
 Experience working across multicultural teams or multiple geographies (Hong Kong, Pakistan, KSA preferred) is a strong plus.
 </li>
 <li>
 Role open to anyone with the appetite and ambition to grow, build, and take ownership of a company&rsquo;s cultural foundation.
 
 
 </li>
 </ul>
 
 What we offer
 
 
 
 <ul>
 <li>
 A rare opportunity to shape the culture of a deep-tech company transforming global infrastructure.
 </li>
 <li>
 Direct partnership with founders and leadership.
 </li>
 <li>
 Competitive salary + share options.
 </li>
 <li>
 Fast track internal growth &amp; promotions for high performers
 </li>
 <li>
 Ability to influence org design, leadership development, and people operations from the ground up.
 </li>
 <li>
 A team that values ambition, clarity, integrity, and continuous learning.
 </li>
 <li>
 Work that genuinely impacts the future of cities and infrastructure.
 
 
 </li>
 </ul>
 Build the culture that builds the future of cities. Join Kodifly. 🚀
 
 
</div>

Talent and Culture Lead

<div>Talent &amp; Culture Lead
Location: Pakistan
Department: People &amp; Culture
Reports To: Co-Founders 
About Kodifly
Kodifly is building the future of spatial intelligence for infrastructure, redefining how cities, transport networks, and construction ecosystems understand the world in 3D. Born in Hong Kong Science Park and accelerated by HKAI Lab, NVIDIA Inception, and leading innovation programs, Kodifly is expanding rapidly across South Ease Asia and Saudi Arabia
Our platform &mdash; SpatialSense &mdash; integrates AI, LiDAR, 3D mapping, digital twins, and real-time analytics to make infrastructure safer, more efficient, and more sustainable.
We are scaling fast, and our people are the engine behind this momentum.
This is where you come in. This role is open to anyone with the ambition and appetite to take on big challenges.
Role Overview
We&rsquo;re searching for a Talent &amp; Culture Lead who is more than an HR manager &mdash; someone who will become the architect of a thriving, high-trust, high-performance organization.
You will shape how we hire, grow, retain, and energize exceptional people across Hong Kong, Pakistan, Saudi Arabia, and beyond.
This role is for someone who genuinely cares about people, systems, leadership development, and organisational excellence &mdash; and wants to build a culture that outperforms giants.
What You&rsquo;ll Own
1. Culture Architecture &amp; Employee Experience<ul><li>Build and continuously refine a culture that reflects Kodifly&rsquo;s values of ownership, craftsmanship, curiosity, and integrity.</li><li>Design rituals, programs, and experiences that strengthen team cohesion across countries and functions.</li><li>Create frameworks that reinforce psychological safety AND performance accountability.</li><li>Lead initiatives that improve well-being, engagement, recognition, and leadership development.</li><li>Identify culture gaps early and design solutions before they become problems.</li></ul>
2. Talent Excellence &amp; People Operations<ul><li>Own end-to-end talent acquisition pipelines for technical and business roles; install hiring systems that scale.</li><li>Improve interviewing standards, candidate experience, competency frameworks, and employer branding.</li><li>Build dashboards and people analytics to inform decisions on performance, hiring velocity, attrition, engagement, and team health.</li><li>Manage onboarding/offboarding so every team member transitions with clarity, structure, and confidence.</li><li>Maintain and evolve HR policies across HK, PK, KSA &mdash; ensuring compliance while enabling operational speed.</li></ul>
3. Leadership Partnering &amp; Organizational Development<ul><li>Act as a trusted partner to founders and team leads on organisational design, conflict resolution, team dynamics, and performance management.</li><li>Build scalable processes for goal-setting, reviews, capability building, and succession planning.</li><li>Coach managers to become better leaders &mdash; setting standards that elevate the entire organisation.</li><li>Drive cross-functional alignment and communication, ensuring teams stay focused and rowing in the same direction.</li></ul>
4. Compliance, Risk, and Governance<ul><li>Ensure compliance with labour laws in HK, Pakistan, and relevant international jurisdictions.</li><li>Develop and maintain progressive, transparent HR documentation and policies.</li><li>Manage sensitive matters with confidentiality, neutrality, and high emotional intelligence.</li><li>Create audit-ready processes that ensure operational integrity as the company expands.</li></ul>
5. Employer Branding &amp; External Communication<ul><li>
Build and execute Kodifly&rsquo;s employer brand strategy across LinkedIn, careers pages and other channels.</li><li>
Create and coordinate content (posts, campaigns, events) that showcases our people, culture, projects and impact.</li><li>
Take charge on relevant external events, meetups and partnerships.</li></ul>
What Makes You a Great Fit<ul><li>Ideally 4&ndash;7 years of hands-on experience in HR, People &amp; Culture, Talent Acquisition, Organizational Development, or Leadership Enablement.</li><li>Proven track record &mdash; able to source, assess, and close top talent across technical, operational, and leadership roles.</li><li>Demonstrated ability to design and scale hiring systems, including competency frameworks, interview processes, scorecards, employer branding, and onboarding workflows.</li><li>Proven track record of building high-performance cultures in fast-growing or founder-driven teams.</li><li>Strong command over modern people practices: performance management, employee engagement, capability building, compensation structures, conflict resolution, and HR analytics.</li><li>Comfortable making data-driven decisions without losing the human element; able to derive insights from people metrics, hiring funnel analytics, and engagement data.</li><li>Highly adaptable; able to operate in ambiguity, make judgment calls, and prioritise what truly matters in a fast-moving environment.</li><li>Experience working across multicultural teams or multiple geographies (Hong Kong, Pakistan, KSA preferred) is a strong plus.</li><li>Role open to anyone with the appetite and ambition to grow, build, and take ownership of a company&rsquo;s cultural foundation.</li></ul>
What We Offer<ul><li>A rare opportunity to shape the culture of a deep-tech company transforming global infrastructure.</li><li>Direct partnership with founders and leadership.</li><li>Competitive salary + share options.</li><li>Fast track internal growth &amp; promotions for high performers</li><li>Ability to influence org design, leadership development, and people operations from the ground up.</li><li>A team that values ambition, clarity, integrity, and continuous learning.</li><li>Work that genuinely impacts the future of cities and infrastructure.</li></ul>
Build the culture that builds the future of cities. Join Kodifly.</div>

Ipas

<div>
 Introduction:
 
 
 Ipas Pakistan is an international non-governmental organization (INGO) which works to assist the Government of Pakistan in achieving the country&rsquo;s commitment towards the Sustainable Development Goal 3 (good health and wellbeing). It seeks to reduce maternal mortality and morbidity associated with complications due to unsafe practices. We collaborate with provincial governments to provide technical assistance and support for strengthening the public and private healthcare system. Ipas is seeking to hire a seasoned, qualified and experienced HR Manager to lead the HR function of its country node.
 
 
 The Human Resource Manager will lead the routine as well as strategic functions of Human Resources within a small INGO, including recruitment, routine HR administration, compliance with policies and importantly, enhancing staff performance management and the organisational culture.
 
 
 The HR function is critical to the transformative change and results that the organisation seeks. The HR Manager will be an experienced hands-on professional who will act as a strategic business partner to the management team to ensure the organization has the right structure, culture and talent needed to deliver on its mission. This person will be the trusted partner to the senior management team and head of organisation on all people related matters.
 
 
 The main objectives of the position are: a) To proactively provide strategic, analytical advice to the head of organisation and SMT; b) To promote a culture of continuous learning, participation and responsibility in the organisation to build a high performing team; c) To guide managers on staffing issues in line with organizational policies and procedures; and d) ensure compliance with organizational HR standards and national labor laws.
 
 
 <ul>
 <li>
 Partner with the leadership team to understand, develop and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
 </li>
 <li>
 Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.
 </li>
 <li>
 Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
 </li>
 <li>
 Create talent development processes and learning and development initiatives that provide internal development opportunities for employees.
 </li>
 <li>
 Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise;
 </li>
 <li>
 Manage complaints handling procedures related to staff grievances and PSEA including investigating allegations of misconduct and following through on decisions.
 </li>
 <li>
 Maintain compliance with applicable local employment laws and regulations, applicable donor requirements, and recommended best practices; reviews policies and practices to maintain compliance.
 </li>
 <li>
 Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
 </li>
 <li>
 Oversee and refine employee standards and procedures, using existing HR systems as well as improved or recommended processes
 </li>
 <li>
 Maintain and enhance employee benefits programs, including compensation, health insurance, expense reimbursement, and vacation
 </li>
 <li>
 Prepare employees for their assignments by establishing and conducting orientation and training programs.
 </li>
 <li>
 Identify improvements to internal standard operating procedures, including team restructuring and morale building
 </li>
 <li>
 Provide strategic and practical leadership on translating the organization&rsquo;s core values and feminist principles into policy and practices to build high performing team.
 </li>
 <li>
 Provide strategic and practical leadership and guidance on Remuneration, recruitment strategies, identifying and anticipating the necessary changes to be made to remain an employer of choice.
 </li>
 <li>
 Promoting and maintaining a gender and diversity inclusive and safe work environment with special attention to safeguarding, staff-wellbeing and staff health and safety.
 </li>
 <li>
 Ensure consistency with the global People and Culture strategies while adapting to the local context where necessary to ensure these are fit-for-purpose.
 </li>
 <li>
 Provide guidance on staff capacity building and in formulating the annual People and Culture plans.
 </li>
 <li>
 Develop and implement the human resource strategy necessary to support effective people management across the country office.
 </li>
 <li>
 Embed a culture of performance management across the country node, where staff are held accountable, given feedback, and recognized for excellence.
 </li>
 <li>
 Support managers in the development and coaching of staff to optimize their potential in pursuit of the organization&rsquo;s objectives.
 </li>
 <li>
 Stay abreast of changing organizational and external situational circumstances (admin and / or legal changes for instance), which may impact the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into the organization&rsquo;s approaches.
 </li>
 <li>
 Support change processes in the country node.
 </li>
 <li>
 Contribute to the development and dissemination of feminist principles.
 </li>
 <li>
 Supervise HR Officer as well as the IT Consultant.
 </li>
 <li>
 Travel as and when required with supervisor&rsquo;s approval.
 </li>
 <li>
 Perform any other task/responsibility as assigned by the supervisor.
 
 
 </li>
 </ul>
 
 Requirements
 
 
 
 
 Education:
 
 
 
 <ul>
 <li>
 Bachelor's degree in Human Resources, Business Administration, or related field required is a minimum requirement.
 </li>
 <li>
 SHRM-CP or SHRM-SCP highly desired.
 
 
 </li>
 </ul>
 
 Required Skills/Abilities:
 
 
 
 <ul>
 <li>
 A minimum of 10 years of human resource management experience preferred.
 </li>
 <li>
 Prior experience of working in the HR function of a well-established local or international NGO.
 </li>
 <li>
 Applied understanding of gender and diversity in the workplace policies and practice
 </li>
 <li>
 Strong commitment to gender and diversity
 </li>
 <li>
 Alignment of values and attitudes that favour reproductive health and rights
 </li>
 <li>
 In-depth understanding of local regulatory requirements pertaining to workforce management at private enterprises in Pakistan.
 
 
 </li>
 </ul>
 Ipas is strongly committed to providing a work environment that is free from all forms of harassment, discrimination, and inequity. We recruit, employ, train, promote, and compensate our personnel without regard to race, age, sex, religion, national origin, color, creed, ancestry, citizenship, caste, ethnicity, regional identity, tribal identity, marital status, veteran status, disability, genetic information, gender identity, transgender status, sexual orientation, or any other personal characteristic protected by law or outlined by Ipas policy. Ipas acknowledges that these personal characteristics may differ in different contexts.
</div>

Human Resource Manager

<div>Introduction: 
 
Ipas Pakistan is an international non-governmental organization (INGO) which works to assist the Government of Pakistan in achieving the country&rsquo;s commitment towards the Sustainable Development Goal 3 (good health and wellbeing). It seeks to reduce maternal mortality and morbidity associated with complications due to unsafe practices. We collaborate with provincial governments to provide technical assistance and support for strengthening the public and private healthcare system. Ipas is seeking to hire a seasoned, qualified and experienced HR Manager to lead the HR function of its country node. 
 
The Human Resource Manager will lead the routine as well as strategic functions of Human Resources within a small INGO, including recruitment, routine HR administration, compliance with policies and importantly, enhancing staff performance management and the organisational culture. 
The HR function is critical to the transformative change and results that the organisation seeks. The HR Manager will be an experienced hands-on professional who will act as a strategic business partner to the management team to ensure the organization has the right structure, culture and talent needed to deliver on its mission. This person will be the trusted partner to the senior management team and head of organisation on all people related matters. 
 
The main objectives of the position are: a) To proactively provide strategic, analytical advice to the head of organisation and SMT; b) To promote a culture of continuous learning, participation and responsibility in the organisation to build a high performing team; c) To guide managers on staffing issues in line with organizational policies and procedures; and d) ensure compliance with organizational HR standards and national labor laws.<ul><li>
Partner with the leadership team to understand, develop and execute the organization's human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.</li><li>
Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.</li><li>
Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.</li><li>
Create talent development processes and learning and development initiatives that provide internal development opportunities for employees.</li><li>
Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise;</li><li>
Manage complaints handling procedures related to staff grievances and PSEA including investigating allegations of misconduct and following through on decisions.</li><li>
Maintain compliance with applicable local employment laws and regulations, applicable donor requirements, and recommended best practices; reviews policies and practices to maintain compliance.</li><li>
Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.</li><li>
Oversee and refine employee standards and procedures, using existing HR systems as well as improved or recommended processes</li><li>
Maintain and enhance employee benefits programs, including compensation, health insurance, expense reimbursement, and vacation</li><li>
Prepare employees for their assignments by establishing and conducting orientation and training programs.</li><li>
Identify improvements to internal standard operating procedures, including team restructuring and morale building</li><li>
Provide strategic and practical leadership on translating the organization&rsquo;s core values and feminist principles into policy and practices to build high performing team.</li><li>
Provide strategic and practical leadership and guidance on Remuneration, recruitment strategies, identifying and anticipating the necessary changes to be made to remain an employer of choice.</li><li>
Promoting and maintaining a gender and diversity inclusive and safe work environment with special attention to safeguarding, staff-wellbeing and staff health and safety.</li><li>
Ensure consistency with the global People and Culture strategies while adapting to the local context where necessary to ensure these are fit-for-purpose.</li><li>
Provide guidance on staff capacity building and in formulating the annual People and Culture plans.</li><li>
Develop and implement the human resource strategy necessary to support effective people management across the country office.</li><li>
Embed a culture of performance management across the country node, where staff are held accountable, given feedback, and recognized for excellence.</li><li>
Support managers in the development and coaching of staff to optimize their potential in pursuit of the organization&rsquo;s objectives.</li><li>
Stay abreast of changing organizational and external situational circumstances (admin and / or legal changes for instance), which may impact the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into the organization&rsquo;s approaches.</li><li>
Support change processes in the country node.</li><li>
Contribute to the development and dissemination of feminist principles.</li><li>
Supervise HR Officer as well as the IT Consultant.</li><li>
Travel as and when required with supervisor&rsquo;s approval.</li><li>
Perform any other task/responsibility as assigned by the supervisor.</li></ul><div></div><div>
Requirements</div><div>
Education:</div><ul><li>
Bachelor's degree in Human Resources, Business Administration, or related field required is a minimum requirement.</li><li>
SHRM-CP or SHRM-SCP highly desired.</li></ul><div></div><div>
Required Skills/Abilities:</div><ul><li>
A minimum of 10 years of human resource management experience preferred.</li><li>
Prior experience of working in the HR function of a well-established local or international NGO.</li><li>
Applied understanding of gender and diversity in the workplace policies and practice</li><li>
Strong commitment to gender and diversity</li><li>
Alignment of values and attitudes that favour reproductive health and rights</li><li>
In-depth understanding of local regulatory requirements pertaining to workforce management at private enterprises in Pakistan.</li></ul><div></div><div>
Ipas is strongly committed to providing a work environment that is free from all forms of harassment, discrimination, and inequity. We recruit, employ, train, promote, and compensate our personnel without regard to race, age, sex, religion, national origin, color, creed, ancestry, citizenship, caste, ethnicity, regional identity, tribal identity, marital status, veteran status, disability, genetic information, gender identity, transgender status, sexual orientation, or any other personal characteristic protected by law or outlined by Ipas policy. Ipas acknowledges that these personal characteristics may differ in different contexts.</div></div>

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