Chief Human Resource Officer - HOD HR & Admin
Vertex Horizon Group
Karachi, Pakistan
2d ago

When it comes to building your dream space, there’s only one name you should trust and that is Vertex Horizon Construction Group .

We’re a third generation, family owned-and-operated business that delivers unparalleled construction and remodeling solutions.

When you hire us, we guarantee you that you won’t just be working with a regular contractor. You’re partnering with licensed, bonded, and insured professionals, who have more than 68 years of knowledge and experience behind them.

Vertex Horizon Construction Group is a civil construction company that has built a strong reputation over five decades for delivering a quality service, on time, and at a competitive price.

We pride ourselves on being skilled and experienced in all aspects of civil construction. Our unique and flexible project management systems ensure that a positive outcome is achieved regardless of size or nature of the project.

When it comes to building your dream space, there’s only one name you should trust and that is Verte

Tasks

Qualifications / Experience

  • Master's degree in HR, Management, Business / Public Administration with a specialization in HR required. Candidates with SHRM (SCP-CP), Chartered CIPD or similar level HR qualification shall be preferred;
  • Minimum 25+ years of progressive leadership experience in HR positions with at least 5 years of working as Chief HR / Senior HR Manager or equivalent position in the IT sector / an IT based company;
  • Demonstrable knowledge of budget planning, compensation and benefits, HR Information Systems, and talent acquisition practices;
  • Excellent writing and analytical skills;
  • Strong interpersonal communication skills and the ability to build relationships with colleagues, senior management, and employees;
  • Maximum age limit is 45-60 years for the position.
  • Initial employment term : 3 years
  • Requirements

    Duties / responsibilities

    1. Human Resource Planning and Organizational Development

  • a. Develop and implement HR strategy as per PSW’s requirements in order to ensure achievement of company’s objectives in a smooth and efficient manner;
  • b. Constantly analyze market trends related to HR, compare and benchmark them against PSW’s organizational strategy and give recommendations for improvement;
  • c. Through manpower modeling and other established techniques, review and analyze PSW’s staffing levels and future requirements and recommend appropriate measures;
  • d. Review and analyze job descriptions at all levels to ensure they reflect job / role requirements;
  • e. Ensure gender equity and inclusivity in the organization;
  • f. Develop, review / update HR structure and various policies related to performance appraisals, succession planning, mentoring, learning and development, HR operations etc.

  • g. In collaboration with the CEO and senior executives, identify critical positions in the organization, and devise a succession plan complete with employee incentive, training, and retention strategies;
  • h. Provide advise to the CEO and the Board of Directors on the organizational structure and design to match the evolving needs of PSW;
  • i. Establish an Action Plan for implementation of the HR strategy.

    2. Talent acquisition and on-boarding

    a. Craft viable talent acquisition strategies and design talent management processes to ensure fulfilment of PSW’s hiring needs.

  • b. Review and improve the recruitment process to ensure that it is fair and transparent, complies with applicable policies and procedures;
  • and is executed in a timely, organized, and comprehensive manner;
  • c. Work closely with PSW executive and senior management to help draft / improve job descriptions, follow up on recruitment requests, screen potential candidates for shortlisting and interviews, and on-board successful candidates;
  • d. Coordinate with head-hunters, recruitment web portals, and university placement offices to attract the best talent for new positions;
  • e. Maintain up-to-date recruitment progress reports, employee database and all related staffing communication.

  • f. Promote inclusion in the workplace and reinforce our position as an equal opportunity employer;
  • g. Help implement an automated HRM system;
  • h. Advise the CEO and the Board on measures taken to improve staff recruitment procedures to minimize employee turnover;
  • i. Develop and manage orientation programs for new staff;
  • j. Ensure dissemination of HR policies and procedures to all new and existing recruits;
  • 3. Employee Experience

    a. Develop and implement policies centered around employee well-being and conduct at workplace

  • b. Suggest and implement measures for fair and consistent treatment of employees related to fair compensation and benefits, reasonable working hours, professional learning and development, ethical practices at workplace, and employee conduct;
  • c. Develop policies to prevent and resolve disputes between employees and the management and between employees;
  • d. Implement policies for creating a safe work environment for all employees;
  • e. Devise and implement a grievance redressal mechanism;
  • f. Help CEO foster a conducive working environment through employee relations activities and communication including employee satisfaction surveys, social activities, retreats etc.;
  • g. Manage all stakeholders and act as advocate for employees.

    4. Manage Employees Benefits

  • a. Review and revise the employees benefits program to align it with organizational’ s objectives and budgets;
  • b. Conduct need assessment to determine and design a suitable benefits program;
  • c. Develop a periodic evaluation process to determine effectiveness of the benefits program;
  • d. Conduct periodic salary surveys to determine fair levels of compensation for all employees;
  • e. Implement an effective communication plan for employees.

    5. Performance Appraisal System

    a. Develop and implement an effective performance evaluation system for all employees with clear linkages to compensation levels, performance targets, promotion, training and, where appropriate, termination and replacement of employees.

    b. Develop and implement an employee feedback system to gain a 360-degree views of PSW HR environment and develop / amend any policies / procedure, if deemed necessary

    c. Inform and keep updated all employees on the performance appraisal system / methodology

  • d. Provide feedback to senior management on placement and career planning of employees;
  • 6. Learning and Development

  • a. Develop policies and procedures for continuous identification of training needs of the staff and organize appropriate training programs for employees;
  • b. Align employee training needs with organizational objectives and budgets;
  • c. Design in-house training content;
  • d. Devise and implement a monitoring and evaluation system to ensure learning objectives are being met;
  • e. Maximize senior team effectiveness.

    7. HR Operations

  • a. Review and improve processes and procedures related to HR operations including payroll management etc.;
  • b. Review salary structure for all employees and align them with recommended best practices and market trends;
  • c. Develop / update HR manual.

    8. Other responsibilities

  • a. Plan and manage leadership transitions as and when required;
  • b. Lead independent board interactions and engage board members in meetings and individual interactions on HR related issues;
  • c. Any other HR related work assigned by CEO / BoD.

    Benefits

    Requirements and skills

  • Proven working experience as HR Manager or other HR Executive
  • People oriented and results driven
  • Demonstrable experience with Human Resources metrics
  • Knowledge of HR systems and databases
  • Ability to architect strategy along with leadership skills
  • Excellent active listening, negotiation and presentation skills
  • Competence to build and effectively manage interpersonal relationships at all levels of the company
  • In-depth knowledge of labor law and HR best practices
  • Degree in Human Resources or related field
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