Job Summary:

The Manager of Human Capital will be responsible for overseeing all aspects of the Human Capital 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’s HR practices, policies, and programs to support the PMS mission, vision, and values. 

Job Responsibilities:

Strategic HR Planning & Leadership:

• Lead the development and implementation of HR strategies aligned with the PMS goals.
• Align HR programs and initiatives with business goals and growth strategies.
• Collaborate with senior management to align human resources practices with business objectives and growth strategies.
• Lead workforce planning efforts, including analyzing talent needs, managing succession planning, and fostering leadership development.
• Monitor trends and innovations in the HR industry to continuously improve practices and keep the organization competitive.

Organizational Development Strategy:

• Design and implement OD strategies and initiatives that align with organizational goals and foster a high-performance culture.
• Work with leadership to identify areas of development and recommend improvement solutions to enhance organizational effectiveness.

Talent Management & Succession Planning:

• Develop and oversee talent management programs, including career paths, succession planning, and leadership pipelines.
• Collaborate with department heads to identify high-potential employees and develop strategies to retain and grow talent within the organization.

Employee Engagement & Culture Development:

• Lead employee engagement initiatives, such as surveys, focus groups, and action plans to measure and improve engagement levels.
• Promote a positive organizational culture through initiatives that foster inclusion, recognition, and team collaboration.

Change Management:

• Design and lead change management processes for organizational transformations, providing support to leaders and employees.
• Develop and execute communication plans to ensure smooth transitions and employee buy-in during change initiatives.

Talent Acquisition and Retention

• Design and oversee recruitment strategies to attract high-quality candidates.
• Implement employee retention programs, such as career development, mentorship, and internal mobility opportunities.
• Establish a strong employer brand to enhance recruitment and retention efforts.
• Develop workforce planning initiatives to ensure the PMS staffing needs are met.

Employee Relations and Culture:

• Foster a positive workplace culture by promoting employee engagement, satisfaction, and retention.
• Address and resolve employee concerns, conflicts, and grievances in a timely and effective manner.
• Ensure compliance with labor laws and PMS policies.

Compensation and Benefits Strategy:

• Oversee the development and management of competitive compensation structures and benefits packages.
• Design and manage competitive compensation, benefits, and incentive programs.
• Regularly review and update policies to ensure alignment with industry standards and legal compliance.
• Conduct market analysis to adjust compensation structures as needed to attract and retain top talent.
• Regularly review and assess employee benefits programs.

Learning and Development:

• Oversee training and development programs to ensure employees’ skills align with organizational needs.
• Develop and implement training and development programs to enhance employee skills and career growth.
• Ensure leadership development and succession planning for key roles within the organization.

Performance Management:

• Oversee the development and execution of performance appraisal systems.
• Implement initiatives to enhance employee performance, productivity, and development.
• Guide managers and supervisors on effective performance management.

Compliance and Risk Management

• Ensure compliance with employment laws and regulations across all HR practices.
• Identify and mitigate HR-related risks, such as employee grievances or legal claims.
• Develop and maintain an effective HR compliance framework, including regular audits and policy reviews.

HR Metrics and Analytics

• Analyze HR metrics and workforce data to inform strategic decisions and report on HR performance.
• Develop and implement tools for measuring employee engagement, retention rates, and productivity.
• Provide insights and recommendations to senior management based on data trends and analysis.

Stakeholder Collaboration

• Work closely with HR teams, department heads, and senior leaders to understand and address OD needs across the organization.
• Act as an OD consultant to managers and teams, advising on best practices and solutions to address their development needs.

Diversity, Equity, and Inclusion (DEI):

• Champion diversity, equity, and inclusion initiatives.
• Ensure PMS fosters an inclusive work environment where all employees feel valued and respected.

Job Specifications:

Education:

• Masters in Human Resources, Business Administration, or a related field (Master's degree preferred).
• Professional certifications like PHR, SPHR, or SHRM-CP are advantageous.            

Work Experience:

• Minimum of 08 years work experience with a proven track record of managerial role for at least 4-5 years.

Skills and Competencies:

• Strong knowledge of labor laws and regulations.
• Excellent communication and interpersonal skills.
• Strong problem-solving and decision-making abilities.
• Proficiency in HR software and systems.
• Effective leadership and team management skills.
• Strong analytical and problem-solving abilities.
• Proficiency in HR metrics and analytics.
• Strategic thinking and experience in change management.
• Demonstrated experience in organizational development and change management.
• Strong leadership and team-building skills.
• Ability to collaborate effectively with senior leaders and cross-functional teams.

The duties listed above covers most of the tasks that would be performed by the job holder in this position; however, staff may be assigned any other official tasks as and when required. 

Commitment to Diversity and Inclusivity: Pak Mission Society is committed to building a diverse organization and an environment of inclusivity. We strongly encourage applications from candidates who can demonstrate that they can contribute to this goal.

Safeguarding: Pak Mission Society is committed to Safeguarding of Children and Adults and in no way tolerate any harm to our beneficiaries.

• Child Safeguarding: Ensuring the safety and well-being of children, protecting them from abuse, neglect, or exploitation.
• Adult Safeguarding: Protecting vulnerable adults, including the elderly or individuals with disabilities, from harm, abuse, or neglect.

Equal Opportunity Employer: We are an equal opportunity employer and value diversity at our organization. We do not discriminate on the basis of race, religion, color, origin, gender, age, marital status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment.

Zero Tolerance to PSEA: Pak Mission Society has a zero-tolerance policy with regard to Sexual Exploitation and Abuse by Pak Mission Society ‘s personnel against the people they serve. All forms of sexual exploitation and abuse are incompatible with the universally accepted norms, values, principles and standards that underpin our organization.

Protection from Sexual Exploitation and Abuse (PSEA) is the responsibility of everyone and all selected candidates will be required to comply with the Pak Mission Society’s PSEA Policy at all times. Selected candidates will therefore undergo rigorous reference and background checks against their past behavior related to sexual exploitation and abuse, and may be required to provide additional information further on in the selection process.