Head Human Resources – Karachi

Graduate / Postgraduate preferably in Human Resource Management. Minimum 15 – 20 years of experience in Human Resources, of which 5-7 years should have been in senior management roles. Familiarity and skill with the tools of the trade in human resources including Organization Development, Talent Acquisition, Reward Management Loan Administration & HRIS.

Main Duties & Responsibilities

  • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies.
  • Develops and monitors an annual budget that includes Human Resources services, employee recognition.
  • Selects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates Bank’s use of insurance carriers, and other outside sources.
  • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
  • Leads the development of department goals, objectives and systems.
  • Establishes departmental measurements that support the accomplishment of the Bank’s strategic goals.
  • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
  • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the Bank.
  • Participates in executive, management, and staff meetings and attends other meetings and seminars.
  • Leads the implementation of the performance management system that includes performance management plans (PDPs) and employee development programs.
  • Establishes an in-house employee training system that addresses training needs including trainingneeds assessment, new employee orientation or on-boarding, management development, the measurement of training impact, and training transfer.
  • Assists managers with the selection and contracting of external training programs and consultants.
  • Assists with the development of and monitors the spending of the corporate training budget
  • Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
  • Formulates and recommends Human Resources policies and objectives for the bank with regard to employee relations.
  • Partners with management to communicate Human Resources policies, procedures, programs and laws.
  • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
  • Conducts investigations when employee complaints or concerns are brought forth.
  • Monitors and advises managers and supervisors in the progressive discipline system of the Bank. Monitors the implementation of a performance improvement process with non-performing employees.
  • Reviews, guides, and approves management recommendations for employee termination.
  • Establishes the salary structure, pay policies, and oversees the variable pay systems within the Bank including bonuses and raises.
  • Leads competitive market research to establish pay & benefits practices and pay bands that help to recruit and retain superior staff.
  • Monitors all pay & benefits practices and systems for effectiveness and cost containment.
  • Leads participation in at least one salary survey after regular intervals.
  • With the assistance of the CFO, obtains cost effective, employee serving benefits; monitors the overall benefits environment for options and cost savings.
  • Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
  • Designs, directs and manages a bank-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
  • Manages employee communication and feedback through such avenues as meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, and Intranet use.
  • Directs a process of organizational planning that evaluates bank structure, job design, and personnel forecasting throughout the bank. Evaluates plans and changes to plans. Makes recommendations to executive management.
  • Identifies and monitors the organization’s culture so that it supports the attainment of goals and promotes employee satisfaction.
  • Leads a process of organization development that plans, communicates, and integrates the results strategic planning throughout the organization.
  • Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of bank goals, and those that are not being addressed adequately at the line management level.

Site last updated May 21, 2019 @ 7:12 am

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