Introduction:

Ipas Pakistan is an international non-governmental organization (INGO) which works to assist the Government of Pakistan in achieving the country’s commitment towards the Sustainable Development Goal 3 (good health and wellbeing). It seeks to reduce maternal mortality and morbidity associated with complications due to unsafe practices. We collaborate with provincial governments to provide technical assistance and support for strengthening the public and private healthcare system. Ipas is seeking to hire a seasoned, qualified and experienced HR Manager to lead the HR function of its country node.

The Human Resource Manager will lead the routine as well as strategic functions of Human Resources within a small INGO, including recruitment, routine HR administration, compliance with policies and importantly, enhancing staff performance management and the organisational culture.
The HR function is critical to the transformative change and results that the organisation seeks. The HR Manager will be an experienced hands-on professional who will act as a strategic business partner to the management team to ensure the organization has the right structure, culture and talent needed to deliver on its mission. This person will be the trusted partner to the senior management team and head of organisation on all people related matters.

The main objectives of the position are: a) To proactively provide strategic, analytical advice to the head of organisation and SMT; b) To promote a culture of continuous learning, participation and responsibility in the organisation to build a high performing team; c) To guide managers on staffing issues in line with organizational policies and procedures; and d) ensure compliance with organizational HR standards and national labor laws.

• Partner with the leadership team to understand, develop and execute the organization”s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
• Manage the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings.
• Analyze trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Create talent development processes and learning and development initiatives that provide internal development opportunities for employees.
• Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise;
• Manage complaints handling procedures related to staff grievances and PSEA including investigating allegations of misconduct and following through on decisions.
• Maintain compliance with applicable local employment laws and regulations, applicable donor requirements, and recommended best practices; reviews policies and practices to maintain compliance.
• Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Oversee and refine employee standards and procedures, using existing HR systems as well as improved or recommended processes
• Maintain and enhance employee benefits programs, including compensation, health insurance, expense reimbursement, and vacation
• Prepare employees for their assignments by establishing and conducting orientation and training programs.
• Identify improvements to internal standard operating procedures, including team restructuring and morale building
• Provide strategic and practical leadership on translating the organization’s core values and feminist principles into policy and practices to build high performing team.
• Provide strategic and practical leadership and guidance on Remuneration, recruitment strategies, identifying and anticipating the necessary changes to be made to remain an employer of choice.
• Promoting and maintaining a gender and diversity inclusive and safe work environment with special attention to safeguarding, staff-wellbeing and staff health and safety.
• Ensure consistency with the global People and Culture strategies while adapting to the local context where necessary to ensure these are fit-for-purpose.
• Provide guidance on staff capacity building and in formulating the annual People and Culture plans.
• Develop and implement the human resource strategy necessary to support effective people management across the country office.
• Embed a culture of performance management across the country node, where staff are held accountable, given feedback, and recognized for excellence.
• Support managers in the development and coaching of staff to optimize their potential in pursuit of the organization’s objectives.
• Stay abreast of changing organizational and external situational circumstances (admin and / or legal changes for instance), which may impact the wider organization and proactively develop suggestions for addressing them and/or incorporating relevant information into the organization’s approaches.
• Support change processes in the country node.
• Contribute to the development and dissemination of feminist principles.
• Supervise HR Officer as well as the IT Consultant.
• Travel as and when required with supervisor’s approval.
• Perform any other task/responsibility as assigned by the supervisor.

Requirements

Education:

• Bachelor”s degree in Human Resources, Business Administration, or related field required is a minimum requirement.
• SHRM-CP or SHRM-SCP highly desired.

Required Skills/Abilities:

• A minimum of 10 years of human resource management experience preferred.
• Prior experience of working in the HR function of a well-established local or international NGO.
• Applied understanding of gender and diversity in the workplace policies and practice
• Strong commitment to gender and diversity
• Alignment of values and attitudes that favour reproductive health and rights
• In-depth understanding of local regulatory requirements pertaining to workforce management at private enterprises in Pakistan.

Ipas is strongly committed to providing a work environment that is free from all forms of harassment, discrimination, and inequity. We recruit, employ, train, promote, and compensate our personnel without regard to race, age, sex, religion, national origin, color, creed, ancestry, citizenship, caste, ethnicity, regional identity, tribal identity, marital status, veteran status, disability, genetic information, gender identity, transgender status, sexual orientation, or any other personal characteristic protected by law or outlined by Ipas policy. Ipas acknowledges that these personal characteristics may differ in different contexts.