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Open nowFirst seen 2 days ago

HR Manager

People Perfect162 open roles

Where
Lahore, Pakistan
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Your applicationOpen nowHR ManagerPeople Perfect · Lahore, Pakistan

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on People Perfect's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

11.8% of postings close within 7 days. Measured by our own scanner across the market. People Perfect postings stay open a median of 1 days.

Share of postings closed within
  1. 2.1%1 day
  2. 4.4%3 days
  3. 11.8%7 days
  4. 18.6%14 days
  5. 35.6%30 days
  6. 45.1%60 days
This job: first seen 2 days ago

People Perfect median: 1 days open

The posting

We are looking for a highly capable and adaptable HR Manager to oversee and execute all aspects of human resources practices and processes. In this role, you will act as a senior HR Generalist, bridging the gap between strategic HR planning and day-to-day administrative operations. The ideal candidate will have a proven track record of 5 to 8 years in a generalist capacity, demonstrating strong capabilities in employee relations, talent acquisition, performance management, HR compliance, and organisational development. You will be a champion of our company culture and a trusted advisor to both employees and management.

Key Responsibilities

1. Strategic HR & Business Partnering

  • Partner with department heads and senior management to understand business objectives and align HR strategies to support those goals.
  • Act as a trusted advisor to managers on team dynamics, workforce planning, and organizational design.
  • Analyze HR metrics (turnover rates, time-to-hire, etc.) and provide actionable insights to improve overall business performance.

2. Employee Relations & Engagement

  • Serve as the primary point of contact for employee inquiries, grievances, and conflict resolution, ensuring fair and consistent application of company policies.
  • Design, implement, and analyze employee engagement surveys and pulse checks.
  • Organize and spearhead team-building activities, recognition programs, and cultural initiatives to maintain a positive work environment.

3. Talent Acquisition & Onboarding

  • Manage the end-to-end recruitment lifecycle for various roles across the organization, from creating Job Descriptions to extending job offers.
  • Develop and implement an engaging and comprehensive onboarding and orientation program for new hires to ensure a smooth transition and rapid productivity.
  • Collaborate with hiring managers to forecast hiring needs and build proactive talent pipelines.

4. Performance Management & Development

  • Drive the company's performance management cycle, including goal setting (KPIs/OKRs), mid-year reviews, and annual appraisals.
  • Coach managers on delivering effective feedback and handling underperformance, including managing Performance Improvement Plans (PIPs).
  • Identify training needs across departments and coordinate Learning and Development (L&D) initiatives.

5. HR Operations, Policy, & Compliance

  • Maintain and update the Employee Handbook, ensuring all HR policies and Standard Operating Procedures (SOPs) are current and aligned with best practices.
  • Ensure absolute organizational compliance with all local, state, and federal labor laws and regulations.
  • Oversee HR operations, including the accurate and timely management of the HRIS database, employee files, leave management, and attendance tracking.
  • Coordinate with the Finance department for payroll processing, ensuring accurate inputs regarding deductions, bonuses, and prorated salaries.

6. Compensation & Benefits

  • Manage the administration of employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
  • Conduct periodic salary benchmarking to ensure the company's compensation packages remain internally equitable and externally competitive.

Qualifications & Requirements

  • Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
  • Experience: 5 to 8 years of progressive experience as an HR Generalist or HR Business Partner, with demonstrated readiness or current experience operating at a managerial level.
  • Soft Skills:
  • Exceptional interpersonal and communication skills (both written and verbal).
  • High level of empathy, emotional intelligence, and ability to handle highly confidential information with discretion.
  • Strong problem-solving skills and the ability to make decisions under pressure.

Excellent organisational and project management capabilities.

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