Description:
The Head of Human Resources will lead the HR function at Japan Electronics, ensuring compliance with labor laws, alignment with company strategy, and fostering a culture of fairness, growth, and performance. This role is responsible for driving organizational development, talent management, workforce planning, training, compliance, and HR operations to build a strong, motivated, and future-ready workforce.
Key Responsibilities
1. Strategic HR Leadership
- Develop and implement HR strategies aligned with business objectives and company values.
- Act as an advisor to the CEO and senior leadership on all people-related matters.
- Ensure HR policies remain competitive, fair, and compliant with statutory requirements.
2. Compliance & Employee Relations
- Ensure strict adherence to Pakistan labor laws, statutory regulations, and company policies.
- Oversee disciplinary procedures, grievance handling, and employee relations with transparency and fairness.
- Maintain ethical, equitable, and non-discriminatory practices across the organization.
3. Talent Acquisition & Workforce Planning
- Lead recruitment strategies to attract and retain top talent, ensuring transparency and merit-based hiring.
- Oversee succession planning for key leadership and operational roles.
- Build talent pipelines through management trainee programs, internships, and internal job postings.
4. Performance & Rewards Management
- Drive the Performance Evaluation Report (PER) process and ensure a “Pay for Performance” culture.
- Administer the 11-grade salary structure, annual reviews, benefits, and incentive programs.
- Ensure fairness, transparency, and internal equity in compensation and promotions.
5. Career Development & Training
- Conduct biannual Learning Needs Analysis (LNA) and implement the Annual Training Plan (ATP).
- Design and deliver leadership development programs, workshops, and technical training.
- Manage educational support, staff development profiles, and career growth opportunities.
6. Organizational Development & Culture
- Champion organizational change initiatives and culture-building programs.
- Foster employee engagement, teamwork, and alignment with company mission and values.
- Promote continuous improvement in HR processes, systems, and employee experience.
7. HR Operations & Reporting
- Ensure accurate HR records, reports, and HRIS data management.
- Monitor workforce KPIs (turnover, engagement, performance ratings).
- Report regularly to the CEO and Board on HR performance, risks, and opportunities.
Key Performance Indicators (KPIs)
Recruitment & Staffing:
- Average time-to-fill vacancies (target ≤ 30 days)
- % of positions filled internally (succession & promotions)
- New hire retention rate (first-year retention ≥ 85%)
Compliance & Governance:
- 100% compliance with Pakistan labor laws and statutory filings
- Number of compliance breaches or labor disputes (target = 0)
- Timely completion of HR audits and policy reviews (every 2 years)
Performance Management:
- 100% completion of annual Performance Evaluation Reports (PER)
- % of employees on PIP successfully improving (target ≥ 70%)
- Correlation of performance ratings with rewards (consistency index)
Training & Development:
- % of employees covered under Annual Training Plan (ATP) (target ≥ 80%)
- Post-training evaluation scores & ROI from training programs
- Number of identified successors ready for key roles (succession depth ratio)
Employee Engagement & Retention:
- Annual employee engagement score (target ≥ 75%)
- Voluntary turnover rate (target ≤ 10%)
- Grievance resolution turnaround time (target ≤ 10 working days)
Compensation & Benefits:
- % of salary reviews completed on time (target 100%)
- Alignment of salary structure with market benchmarks (annual review completion)
- Employee satisfaction with rewards & benefits (survey score ≥ 70%)
HR Operations & Reporting:
- Accuracy of HRIS data (target ≥ 98%)
- Timely submission of HR reports to CEO/Board (target 100%)
- Implementation of at least 2 HR process improvements annually
Skills & Competencies
- Strong knowledge of Pakistan labor laws, statutory compliance, and HR best practices.
- Proven leadership in organizational development and change management.
- Excellent skills in talent acquisition, succession planning, and workforce development.
- Strong analytical, reporting, and decision-making abilities.
- Exceptional communication, negotiation, and interpersonal skills.
- Proficiency in HRIS, MS Office, and data-driven HR management.
Qualifications & Experience
- Master’s or Bachelor’s degree in HRM, Business Administration, Law, or related field.
- 10+ years of progressive HR experience, with at least 5 years in a leadership role.
- Demonstrated expertise in compliance, compensation & benefits, OD, and employee development.
- Experience in corporate/retail sector HR management preferred.