human resource manager Jobs in Islamabad Pakistan

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talent and culture lead Jobs in Islamabad Pakistan

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assistant manager talent acquisition Jobs in Islamabad Pakistan

assistant manager talent acquisition

talent manager

Ipas

<div>
 Introduction:
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 <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.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Requirements
  <br/>
  <br/>
 </strong>
 <strong>
  Education:
  <br/>
  <br/>
 </strong>
 <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.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Required Skills/Abilities:
  <br/>
  <br/>
 </strong>
 <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.
   <br/>
   <br/>
  </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

Kodifly

<div>
 Talent &amp; Culture Lead
 <br/>
 <br/>
 Location: Pakistan
 <br/>
 <br/>
 Department: People &amp; Culture
 <br/>
 <br/>
 Reports To: Co-Founders
 <br/>
 <br/>
 <strong>
  About Kodifly
  <br/>
  <br/>
 </strong>
 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
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 We are scaling fast, and our people are the engine behind this momentum.
 <br/>
 <br/>
 This is where you come in.
 <strong>
  This role is open to anyone with the ambition and appetite to take on big challenges.
  <br/>
  <br/>
 </strong>
 <strong>
  Role Overview
  <br/>
  <br/>
 </strong>
 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.
 <br/>
 <br/>
 You will shape how we hire, grow, retain, and energize exceptional people across Hong Kong, Pakistan, Saudi Arabia, and beyond.
 <br/>
 <br/>
 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.
 <br/>
 <br/>
 <strong>
  What You&rsquo;ll Own
  <br/>
  <br/>
 </strong>
 <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.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What Makes You a Great Fit
  <br/>
  <br/>
 </strong>
 <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.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  What we offer
  <br/>
  <br/>
 </strong>
 <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.
   <br/>
   <br/>
  </li>
 </ul>
 Build the culture that builds the future of cities. Join Kodifly. 🚀
 <br/>
 <br/>
</div>


Talent and Culture Lead

<div><p>Talent &amp; Culture Lead</p><p>
Location: Pakistan</p><p>
Department: People &amp; Culture</p><p>
Reports To: Co-Founders</p><p><b><br>
About Kodifly</b></p><p></p><p>
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</p><p></p><p>
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.</p><p>
We are scaling fast, and our people are the engine behind this momentum.</p><p></p><p>
This is where you come in. <b>This role is open to anyone with the ambition and appetite to take on big challenges.</b></p><p></p><p><b>
Role Overview</b></p><p></p><p>
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.</p><p>
You will shape how we hire, grow, retain, and energize exceptional people across Hong Kong, Pakistan, Saudi Arabia, and beyond.</p><p></p><p>
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.</p><p></p><p><b>
What You&rsquo;ll Own</b></p><p></p><p><b>
1. Culture Architecture &amp; Employee Experience</b></p><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><p></p><p><b>
2. Talent Excellence &amp; People Operations</b></p><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><p></p><p><b>
3. Leadership Partnering &amp; Organizational Development</b></p><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><p></p><p><b>
4. Compliance, Risk, and Governance</b></p><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><p></p><p><b>
5. Employer Branding &amp; External Communication</b></p><ul><li><p>
Build and execute Kodifly&rsquo;s employer brand strategy across LinkedIn, careers pages and other channels.</p></li><li><p>
Create and coordinate content (posts, campaigns, events) that showcases our people, culture, projects and impact.</p></li><li><p>
Take charge on relevant external events, meetups and partnerships.</p></li></ul><p></p><p><b>
What Makes You a Great Fit</b></p><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><p></p><p><b>
What We Offer</b></p><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><p></p><p>
Build the culture that builds the future of cities. Join Kodifly.</p></div>

Pak Mission Society

<div><div><div><div><b>Posted date</b></div> <div>24th December, 2025</div> <div><b>Last date to apply</b></div> <div>15th January, 2026</div>
</div><br>
<div><div><b>Country</b></div> <div>Pakistan</div> <div><b>Locations</b></div> <div>Islamabad</div>
</div><br>
<div><div><b>Category</b></div> <div>Human Resource
</div></div><br>
<div><div><b>Salary</b></div> <div>350k - 450k</div>
</div><br>
<div><div><b>Type</b></div> <div>Full Time</div> <div><b>Position</b></div> <div>1</div>
</div><br>
<div><div><b>Experience</b></div> <div>5 years</div></div></div></div>
<br><p></p><div><p><b>Job Summary:</b></p>
<p>
The HR Manager will be responsible for overseeing all aspects of the Human Resource department, including strategy development, talent management, organizational development, employee relations, and HR compliance. The role is designed for an experienced and strategic HR leader who will guide the organization&rsquo;s HR practices, policies, and programs to support the PMS mission, vision, and values.</p>
<p><b>
Job Responsibilities:</b></p>
<p><b>
Strategic HR Planning &amp; Leadership</b>:</p>
<ul>
<li>Lead the development and execution of HR strategies aligned with PMS&rsquo;s mission and long-term goals, including workforce planning, talent acquisition, succession planning, and HR forecasting to ensure availability of the right talent for current and pipeline projects</li>
<li>Leverage HR analytics and metrics (including eNPS, engagement, and performance indicators) to forecast staffing needs, assess organizational health, and provide data-driven strategic guidance to management; identify high-potential employees and design leadership development initiatives.</li>
<li>Design and implement Organizational Development (OD) and change management strategies to strengthen organizational effectiveness, enhance performance, and foster a high-performance culture aligned with PMS values.</li>
<li>Conduct compensation and market benchmarking with peer organizations within the sector to ensure competitive, equitable, and sustainable reward structures that attract and retain top talent.</li>
<li>Develop and oversee integrated talent management frameworks, including succession planning and leadership pipelines, to ensure continuity, retention of high-potential staff, and future leadership readiness.</li>
<li>Establish strategic HR governance frameworks incorporating analytics, compliance, and risk management to support informed decision-making, regulatory alignment, and long-term organizational sustainability.</li>
</ul>
<p><b>Tactical Responsibilities:</b></p>
<ul>
<li>Lead the digitalization of HR processes by implementing and strengthening HR Software for recruitment, employee records, attendance, leave, performance management, and reporting.</li>
<li>Standardize HR policies, procedures, templates, and documentation to ensure consistency, transparency, and efficiency across all departments and projects.</li>
<li>Develop and maintain centralized, accurate, and secure digital employee records in line with data protection and confidentiality standards.</li>
<li>Automate routine HR workflows (e.g., leave approvals, contract tracking, recruitment tracking, HR reporting) to improve efficiency and reduce manual errors.</li>
<li>Establish standardized HR dashboards and reports to provide management with real-time insights on workforce trends, compliance status, and key HR indicators.</li>
<li>Continuously review and improve HR processes to enhance service delivery, reduce turnaround time, and align HR with best practices and organizational needs.</li>
</ul>
<p><b>Operational Responsibilities:</b></p>
<ul>
<li>Lead and oversee end-to-end recruitment and selection processes, including workforce planning updates, job postings, screening, interviews, hiring decisions, and onboarding, ensuring timely, diverse, and quality hiring.</li>
<li>Supervise daily HR operations, ensuring compliance with organizational policies, labor laws, and donor/organizational requirements.</li>
<li>Provide leadership and guidance to the HR team, assign priorities, monitor performance, and ensure effective service delivery across all HR functions.</li>
<li>Manage employee lifecycle activities, including job offers, contracts, transfers, contract renewals, and exits, ensuring accurate documentation and records.</li>
<li>Oversee attendance, leave management, and payroll coordination to ensure accuracy, timeliness, and compliance.</li>
<li>Act as the first point of escalation for employee relations matters, grievances, and disciplinary issues, ensuring fair, confidential, and timely resolution.</li>
<li>Monitor staff performance management processes, including goal setting, appraisals, and probation evaluations, and provide guidance to line managers.</li>
<li>Ensure implementation of HR policies, SOPs, and procedures, and recommend updates as required for operational effectiveness.</li>
<li>Maintain and analyze HR data and reports (headcount, turnover, leave, recruitment status) to support informed management decisions.</li>
<li>Coordinate staff induction, orientation, and mandatory trainings to ensure smooth integration and ongoing compliance.</li>
<li>Liaise with senior management, department heads, and external stakeholders on day-to-day HR matters and workforce needs.</li>
</ul>
<p><b>Diversity, Equity, and Inclusion (DEI)</b>:</p>
<ul>
<li>Champion diversity, equity, and inclusion initiatives.</li>
<li>Ensure PMS fosters an inclusive work environment where all employees feel valued and respected.</li>
</ul>
<p><b>Job Specifications:</b></p>
<p><b>
Education:</b></p>
<ul>
<li>Masters in Human Resources, Business Administration, or a related field (Master's degree preferred).</li>
<li>Professional certifications like PHR, SPHR, or SHRM-CP are advantageous.</li>
</ul>
<p><b>Work Experience:
</b></p><ul><li>5 to 6 years of overall experience with a proven track record of managerial role.<b>
</b></li><li>NGO Experience.</li>
<li>Experience in organizational change, restructuring and HR Transformation.</li>
</ul>
<p><b>Skills and Competencies:
</b></p><ul><li>Strong knowledge of labor laws and regulations.</li>
<li>Excellent communication and interpersonal skills.</li>
<li>Strong problem-solving and decision-making abilities.</li>
<li>Proficiency in HR software and systems.</li>
<li>Leadership &amp; Strategic HR</li>
<li>Team Building Skills</li>
<li>Ability to influence senior leadership</li>
<li>Strong analytical and problem-solving abilities.</li>
<li>Proficiency in HR metrics and analytics.</li>
<li>Strategic thinking and experience in change management.</li>
<li>Demonstrated experience in organizational development and change management.</li>
<li>Strong leadership and team-building skills.</li>
<li>Ability to collaborate effectively with senior leaders and cross-functional teams.</li>
</ul>
<p><b>Inclusivity &amp; Safeguarding:</b></p>
<p>
We value diversity and encourage applications from women, minorities, persons with disabilities, and marginalized communities. A gender-balanced (50:50) and inclusive team is prioritized. All applicants will undergo rigorous safeguarding checks aligned with our zero-tolerance PSEA policy.</p></div><p></p>

Human Resources Manager - Head of Department

Architecture In Motion

<div><p><b>Title:</b> People Operations &amp; Talent Specialist<br>
<b>Level:</b> Mid-level individual contributor (Non-Managerial)<br>
<b>Department:</b> People / Human Resources<br>
<b>Reporting To:</b> Head of Digital Solutions &amp; Innovation</p>
<p><b>
Work Arrangement:</b> Remote - Occasional travel may be required for company events, typically on a quarterly, semi-annual, or annual basis.</p>
<p>
About AIM:</p>
<p>
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.</p>
<p>
Role Overview</p>
<p>
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.</p>
<p>
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.</p>
<p>
This position does not include people management responsibilities and is intended to complement and support the existing HR team.</p>
<p>
Key Responsibilities</p>
<p>
People Operations (Core)</p>
<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>
<p>Talent Acquisition Support (IT &amp; Technical Roles)</p>
<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>
<p>Talent &amp; People Insights (Analytics Focus)</p>
<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>
<p>Process Improvement &amp; Documentation</p>
<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>
<p>Required Qualifications</p>
<p>
Education</p>
<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>
<p>Experience</p>
<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>
<p>Skills</p>
<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><p></p>

People Operations & Talent Specialist

Bestway Cement Limited

<div>
 <p>
  This position will be responsible for providing support in managing the talent acquisition process and employer branding activities.
 </p>
 <p>
  <br/>
 </p>
 <p>
  Job Description
 </p>
 <ul>
  <li>
   Processing of hiring cases of various Projects.
  </li>
  <li>
   Checking of all required documents for hiring cases with the objective of providing ample information of the candidates.
  </li>
  <li>
   Identify if there are any discrepancies in processing of hiring cases and resolve the issues in coordination with HRBPS/hiring managers.
  </li>
  <li>
   Arrange and coordinate interviews/test for various positions.
  </li>
  <li>
   Plan and manage the hirings of MTO, Summer Interns and Trainee Engineers/Apprentices.
  </li>
  <li>
   Provide suggestions on policies and procedures.
  </li>
  <li>
   Ensure effective and efficient hiring process with the objective of timely filling of vacancies.
  </li>
  <li>
   Compilation of hiring data sheet and provision of data for KPI reporting.
  </li>
  <li>
   Any other job assigned by the management.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Experience and Qualification
 </p>
 <ul>
  <li>
   MBA/MS with specialization in HR.
  </li>
  <li>
   Minimum 04 years of experience in Recruitment.
  </li>
 </ul>
 <p>
  <br/>
 </p>
 <p>
  Specific Requirements
 </p>
 <ul>
  <li>
   Excellent verbal and written communication skills. interpersonal skills.
  </li>
  <li>
   Excellent time management skills with a proven ability to meet deadlines.
  </li>
  <li>
   Strong analytical and problem-solving skills.
  </li>
  <li>
   Proficient in MS Office.
  </li>
 </ul>
 <p>
 </p>
</div>


Assistant Manager Talent Acquisition

<div>Introduction:<br>
<br>
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.<br>
<br>
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.<br>
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.<br>
<br>
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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244 talent manager jobs IN Islamabad Pakistan

Human Resource Manager

Talent and Culture Lead

Talent and Culture Lead

Human Resources Manager - Head of Department

People Operations & Talent Specialist

Assistant Manager Talent Acquisition

Human Resource Manager