Position Title: Human Resource Manager
Reporting To: Chief Executive Officer
Location: Islamabad
Number of Vacancies: 01
Minimum Experience: 5-7 years
Minimum Education: Bachelor’s degree (Human Resources, Business Administration, or a related field)

Summary of Key Responsibilities
The Human Resource Manager will play a critical role in shaping the organisation’s workforce strategy, ensuring alignment with its mission and goals. This position will lead the development and execution of HR strategies that drive organisational effectiveness, talent acquisition, and employee engagement. The HR Manager will oversee key HR functions, including recruitment, performance management, employee development, and compliance with labour laws. Additionally, the role will provide strategic HR insights to senior leadership, advising on key organisational initiatives such as succession planning, workforce planning, and talent retention. This position is crucial for creating a positive organisational culture, fostering leadership, and ensuring the organisation remains agile and competitive in a constantly evolving environment.

Specific Responsibilities

• HR Strategy and Organisational Development: Lead the development and execution of a comprehensive HR strategy that supports the organisation’s mission, vision, and long-term objectives. Provide strategic guidance on workforce planning, talent management, and organisational design to enhance operational effectiveness.
• Leadership and Team Development: Manage, mentor, and support the HR team, ensuring effective implementation of HR policies and best practices. Provide guidance to the HR Officer and other HR staff / focal persons to ensure high performance and consistency across all HR operations.
• Talent Acquisition and Recruitment: Oversee and refine recruitment strategies, ensuring that the organisation attracts and retains the best talent. Work closely with senior leadership to identify staffing needs, develop job descriptions, and manage recruitment from start to finish.
• Performance Management and Employee Development: Oversee the performance management system, ensuring clear goals, regular feedback, and performance evaluations. Develop employee development programmes aimed at enhancing skills, fostering leadership, and promoting career progression.
• Policy Development and Compliance: Regularly review and update HR policies to ensure compliance with national labour laws and organisational standards. Ensure that HR practices align with the organisation's values and that all employment-related legal requirements are met.
• Employee Relations and Engagement: Serve as an advisor to senior management on employee relations issues, including resolving conflicts and ensuring a positive, inclusive work environment. Lead initiatives to improve employee engagement, satisfaction, and retention.
• HR Reporting and Analytics: Develop and implement HR metrics and reporting systems to track key performance indicators (KPIs) such as turnover, employee satisfaction, and engagement. Use data to make informed decisions and optimise HR processes.
• Leadership Team Collaboration: Work closely with senior leadership to provide HR insights that inform organisational strategy. Advise on key issues such as succession planning, talent retention, and structural adjustments to support the organisation’s growth and transformation.

• HR Administration: Oversee HR administrative functions, ensuring that employee records are managed accurately, contracts are up to date, and all HR documentation complies with legal and organisational requirements.

• Perform any other tasks as assigned by the supervisor to support the organisation’s objectives.

Job Specifications

• Educational Qualification: Bachelor’s degree is mandatory in Human Resources Management, Business Administration, or a related field.
• Experience: 5-7 years of experience in HR management, including at least 2 years in a leadership or managerial role, ideally within the non-profit or development sector.
• Expertise: Advanced knowledge of HR principles, practices, and national labour laws. Proven track record of implementing HR strategies, managing performance, and developing talent within the organisation.
• Skills: Strong leadership, communication, and interpersonal skills. Highly developed problem-solving skills and the ability to resolve complex HR issues in a sensitive and professional manner.
• Technological Proficiency: Proficiency in HRIS systems, Microsoft Office Suite, and other HR management software.
• Personal Traits: High levels of integrity, professionalism, and discretion when handling confidential matters. A results-driven approach to HR management, with a focus on continuous improvement and organisational success.