Knowledge and Skills:

HR Strategy & Leadership

1. Strategic thinking with ability to translate business goals into HR roadmaps.

2. Executive advisory capability — influencing C-suite decisions.

3. Organization design & restructuring capability.

4. Building and leading multi-country HR teams.

5. High-level decision-making under ambiguity.

6. Cultural intelligence across US and Pakistan contexts.

7. Political acumen and stakeholder management.

8. Communicating complex HR risk in business language.

HR Operations & Employee Lifecycle Ownership

1. Process governance and standardization.

2. Drafting precise and legally safe HR documentation.

3. Conflict resolution and mediation.

4. High attention to detail in record management.

5. Managing HR service delivery across time zones.

6. Crisis handling and escalation management.

7. Policy interpretation and application.

Policies, Compliance & Governance

1. Policy drafting and structured writing.

2. Risk identification and mitigation.

3. Legal collaboration and contract review alignment.

4. Governance framework development.

5. Investigative interviewing techniques.

6. Maintaining strict confidentiality under pressure.

Performance Management & Talent Development

1. Coaching managers on difficult conversations.

2. Designing review frameworks.

3. Driving accountability culture.

4. Talent mapping and pipeline tracking.

5. Feedback facilitation.

6. Aligning performance outcomes to compensation.

Learning, Development & Capability Building

1. Designing learning roadmaps.

2. Training needs analysis.

3. Vendor coordination (if external trainers used).

4. Tracking ROI of training.

5. Driving participation and completion discipline.

6. Aligning L&D to succession pipelines.

Recruitment & Workforce Planning

1. Strategic workforce forecasting.

2. Role scoping with business leaders.

3. Behavioral interviewing.

4. Talent pipeline building (proactive sourcing).

5. Negotiation of compensation offers.

6. Building structured sourcing ecosystems (universities, referrals, alumni pools).

7. Using recruitment dashboards to drive improvement.

Compensation, Benefits & Payroll Coordination

1. Salary benchmarking analysis.

2. Compensation modeling.

3. Payroll data validation.

4. Handling compensation disputes diplomatically.

5. Cross-functional coordination with Finance.

6. Clear explanation of complex pay components.

Employee Relations, Engagement & Culture

1. Mediation and de-escalation.

2. Emotional intelligence.

3. Neutral fact-finding.

4. Culture-building initiative design.

5. Driving trust in HR.

6. Conducting structured disciplinary conversations.

Systems, Data & Process Excellence

1. Designing HR process maps (manual + system-based).

2. Working with software development teams on HR module builds.

3. Translating HR requirements into business specifications.

4. Building HR dashboards with actionable metrics.

5. Data validation and quality control.

6. Automation mindset.

(This aligns strongly with your BMS integration vision.)

Cross-Functional & Global Collaboration

1. Time-zone management discipline.

2. Structured follow-ups and documentation.

3. Cross-functional influence.

4. Executive communication.

5. Operating in matrixed environments.

    

Job Description:

1. HR Strategy & Leadership

1. Define and execute the HR strategy across SPS, aligned with SPS business goals, growth plans, and geographic expansion.
2. Serve as a strategic advisor to senior leadership on workforce planning, organization design, culture, and people risks across multiple jurisdictions.
3. Translate business objectives into clear people initiatives, policies, and programs applicable to local and global teams.
4. Build and lead the HR team, defining roles, responsibilities, priorities, and development plan.
5. Establish HR as a trusted, responsive, and solution-oriented function for employees and managers in both regions.

2. HR Operations & Employee Lifecycle Ownership

1. Own and govern the end-to-end employee lifecycle  including hiring, onboarding, confirmation, role changes, compensation updates, performance management, and exits.
2. Ensure accurate, timely, and compliant maintenance of employee records in the HR system i.e. Business Management System (BMS) .
3. Oversee preparation and issuance of HR documentation for SPS employees, including:
   • Offer letters and employment contracts
   • Confirmation, promotion, and compensation letters
   • Disciplinary notices and corrective actions
   • Exit documentation and clearances
4. Ensure smooth, professional onboarding and offboarding experiences across locations and time zones.
5. Act as the final escalation point for complex employee relations matters.

3. Policies, Compliance & Governance

1. Design, implement, and continuously improve country-specific and global HR policies, ensuring alignment with US federal/state laws and Pakistan labor laws.
2. Ensure compliance with applicable employment laws and regulations in both jurisdictions.
3. Identify gaps, risks, and inconsistencies in HR practices across regions and proactively address them.
4. Maintain confidentiality, data security, and ethical standards in all HR matters esp. employee data
5. Partner with Legal and Finance on employment contracts, disciplinary actions, audits, and compliance matters 

4. Performance Management & Talent Development

1. Own and continuously improve the performance management framework , including goal setting, reviews, feedback cycles, and development planning.
2. Ensure performance reviews are conducted on time, documented properly, and followed by meaningful development actions in both regions.
3. Coach managers across geographies on effective performance conversations, feedback, and people management practices.
4. Track high-potential talent, leadership pipelines, and succession plans globally.

5. Learning, Development & Capability Building

1. Define and execute the learning and development strategy  across technical, managerial, and leadership domains.
2. Oversee the Learning Management System (LMS), ensuring accurate tracking of training programs and participation across regions.
3. Identify region-specific skill gaps and design targeted training interventions where needed.

6. Recruitment & Workforce Planning

1. Own the end-to-end recruitment strategy for  hiring, ensuring timely, high-quality talent acquisition.
2. Partner with business leaders to define role requirements, hiring priorities, and workforce plans by geography.
3. Ensure a consistent, professional candidate experience while respecting local hiring norms and legal requirements.
4. Track recruitment metrics separately for US and PK and drive continuous improvement.
5. Build and maintain proactive talent pipelines, including early-career, experienced, and leadership roles, to support current and future workforce needs.
6. Partner with business leaders of SPS to anticipate skill demand, strengthen internal succession pipelines, and reduce dependency on reactive hiring.
7. Establish structured sourcing channels (universities, referrals, talent pools) to improve time-to-hire, talent quality, and scalability across geographies.

7. Compensation, Benefits & Payroll Coordination

1. Own and manage compensation structures and benefits frameworks ensuring market competitiveness and internal equity.
2. Oversee HR inputs for payroll , ensuring accuracy of attendance, leave, employment status, and compensation changes.
3. Coordinate closely with Accounting and Finance teams in both regions to resolve discrepancies and ensure timely payroll processing.
4. Act as the escalation point for employee compensation and benefits queries 

8. Employee Relations, Engagement & Culture

1. Foster a respectful, inclusive, and high-trust work environment .
2. Act as a senior point of contact for employee concerns, grievances, and workplace issues .
3. Lead disciplinary and corrective processes fairly and consistently while respecting local legal and cultural contexts.
4. Design and oversee employee engagement initiatives that strengthen culture, morale, and retention globally.

9. Systems, Data & Process Excellence

1. Own the HR module of the Business Management System (BMS) and related HR tools used by SPS HR operations.
2. Ensure HR data accuracy, completeness, and reliability for both entities.
3. Define HR dashboards and metrics segmented by geography where required.

10. Cross-Functional & Global Collaboration

1. Work closely with leadership, managers, and global stakeholders to align HR initiatives across  the company.
2. Coordinate HR activities with US-based stakeholders while supporting offshore delivery teams.
3. Participate in meetings across time zones and ensure disciplined follow-up and execution.

Hands-on experience with:

1. HR operations and employee lifecycle management

2. Recruitment and workforce planning.

3. Performance management and talent development

4. Compensation, benefits, and payroll coordination

5. Employee relations and disciplinary processes

6. Experience working with senior leadership and global stakeholders across time zones.

7. Strong exposure to HR systems (HRMS/BMS/LMS) and data-driven HR reporting. Must have previously design and implemented HR Process documents (workflow diagrams and process description documents) manually as well as through Human Resource Management System while working closely with systems software development teams. 

8. Building Human Resource department through various role, role roadmaps, recruitment and retention.

    

   Personality Attributes: 

   1. Calm, credible, and trusted presence with employees and leadership alike.

   2. Strong communicator — clear and culturally aware across US and Pakistan .

   3. Structured thinker with very strong attention to detail and process discipline.

   4. Confident handling difficult conversations, conflict, and change.

   5. Approachable and fair, while able to set boundaries and enforce standards.

   6. Very good in written and spoken English.

   7. Resilient, composed, and dependable under pressure.

   8. Be flexible to wear multiple hats as and when needed.

   9. Must be very comfortable to roll up the sleeves and execute tasks as and when needed, instead of delegation.

       

9. Work shift and Location:

   1. This role would require both on site and remote work. 

   2. Onsite will be at SPS office at National Science and Technology Park, H-12, Islamabad.

   3. The work hours for this shift are generally 2 PM to 11 PM PST.

   4. The work shift may change due to the day light savings in US/PK time zones or other times on an as needed basis.

Tasks:

• Review weekly hiring pipeline, attrition trends, and headcount gaps and adjust recruitment priorities based on revenue forecasts and client load.
• Prepare and circulate a monthly workforce health summary (capacity, attrition risk, bench strength) to senior leadership.
• Meet department heads bi-weekly to realign manpower plans with active and upcoming client demands.
• Attend leadership meetings and provide real-time input on people impact before approving structural or compensation changes.
• Draft org structure revisions (reporting lines, spans of control, role clarity) whenever a department scales or restructures.
• Prepare short written risk assessments (legal, retention, morale impact) before implementing policy or structural changes.
• Convert quarterly company goals into department-level performance KPIs and circulate goal-setting templates to managers.
• Draft or revise internal policies when new service lines, clients, or geographies are added.
• Launch targeted people initiatives (e.g., leadership training, retention plan) when trends show performance or engagement decline.
• Conduct weekly task review meetings with HR team and assign clear ownership with deadlines.
• Review HR team outputs (letters, reports, compliance documents) before issuance for accuracy and tone
• Hold monthly one-on-ones with HR team members to review workload, KPIs, and development plans.
• Maintain fixed weekly “HR Office Hours” for employees to raise concerns confidentially.
• Respond to employee or manager queries within 24 hours with clear, documented guidance.
• Track recurring HR issues and proactively recommend structural fixes to leadership.
• Review and approve all new hiring requests before recruitment begins
• Track probation confirmation dates weekly and ensure timely review completion.
• Review all exit cases personally before final clearance and payroll settlement
• Audit BMS employee records weekly to ensure updates reflect role, salary, leave, and reporting lines.
• Approve and log all compensation or status changes in the system before payroll cutoff.
• Reconcile HR system data monthly with payroll and finance records.
• Draft and review all offer letters and employment contracts before issuance.
• Issue confirmation, promotion, or disciplinary letters within 48 hours of decision.
• Ensure exit documentation (clearance forms, settlement letters) is completed before final payroll processing.
• Personally review onboarding checklist completion before new hire Day 1
• Conduct structured 30-day and 90-day check-ins with new employees.
• Conduct exit interviews and document root causes for attrition trends.
• Conduct formal investigation meetings for escalated employee complaints.
• Review disciplinary documentation before issuance to ensure legal and tone compliance.
• Document and close all escalated cases with written summaries and corrective action tracking.
• Review one HR policy monthly for compliance alignment with US and Pakistan laws.
• Circulate updated policies and obtain digital acknowledgment from employees.
• Maintain a version-controlled policy repository with change logs.
• Conduct quarterly compliance checks on contracts, leave records, and working hours.
• Review disciplinary actions for legal defensibility before approval.
• Stay updated on regulatory changes and brief leadership on impact.
• Audit HR processes quarterly to identify documentation or workflow gaps.
• Prepare risk register tracking potential compliance or governance exposures.
• Implement corrective SOP updates when inconsistencies are identified.
• Restrict HR data access permissions and review them monthly.
• Ensure all HR files (digital and physical) are secured and encrypted.
• Investigate any suspected breach of confidentiality immediately.
• Review employment contracts jointly with Legal before issuing.
• Align payroll tax and benefits compliance with Finance monthly.
• Provide HR documentation during audits within defined turnaround time.
• Launch goal-setting templates at the beginning of each quarter and track submission.
• Monitor review completion rates weekly during review cycles.
• Update performance documentation formats annually.
• Send automated reminders to managers for overdue reviews.
• Review completed evaluations for bias, inconsistencies, or missing development plans.
• Track underperformers and ensure documented improvement plans are active.
• Conduct coaching sessions with managers before difficult performance conversatio
• Sit in on critical performance discussions when required.
• Provide written feedback to managers on quality of evaluation documentation.
• Maintain a succession planning tracker for critical roles.
• Review high-potential list quarterly with leadership.
• Design retention action plans for key talent at risk.
• Publish quarterly training calendar aligned with skill gaps.
• Review training attendance weekly and follow up on non-participation.
• Measure post-training impact through feedback surveys and performance linkage.
• Audit LMS data monthly for course completion accuracy.
• Upload and assign mandatory compliance and leadership modules.
• Generate monthly LMS participation reports by department
• Analyze performance data to identify recurring competency gaps.
• Conduct manager surveys to identify training needs.
• Launch targeted skill workshops for departments showing performance decline.
• Approve job descriptions before posting.
• Review shortlist candidates personally for critical roles.
• Track open positions weekly and escalate delays.
• Conduct monthly manpower forecast meetings with department heads.
• Adjust hiring priorities based on client workload pipeline.
• Maintain 6-month rolling hiring forecast by geography
• Review offer acceptance ratios and candidate drop-offs monthly
• Ensure interview feedback is documented within 24 hours.
• Monitor communication turnaround time with candidates.
• Maintain time-to-hire, cost-per-hire, and quality-of-hire dashboards.
• Compare US vs PK hiring trends monthly.
• Identify sourcing channel effectiveness and adjust spend.
• Maintain active database of pre-screened candidates for priority roles
• Engage universities quarterly for internship pipelines.
• Develop structured referral program and monitor participation rates.
• Conduct annual salary benchmarking against market data.
• Review internal pay equity across similar roles.
• Prepare compensation adjustment proposals for leadership approval.
• Validate attendance and leave records before payroll submission.
• Approve compensation changes before payroll cutoff.
• Reconcile payroll summary with HR records monthly.
• Conduct pre-payroll reconciliation meeting monthly.
• Resolve payroll discrepancies received from employees within 48 hours by working with accounting.
• Document recurring compensation issues for structural correction.
• Provide written clarification on benefits entitlements.
• Conduct monthly pulse check-ins with random employees.
• Track engagement trends and report early warning signs.
• Address recurring morale concerns with department heads.
• Hold confidential grievance meetings and document outcomes.
• Maintain grievance tracker with resolution timelines.
• Provide mediation between managers and employees when required.
• Review investigation findings before issuing warnings.
• Conduct disciplinary meetings ensuring documentation accuracy.
• Monitor compliance with improvement plans post-warning.
• Plan quarterly engagement activities aligned with company culture.
• Track participation rates and feedback.
• Present engagement impact report to leadership.
• Review HR workflow automation accuracy weekly with BMS team.
• Approve system changes before deployment.
• Document and update HR process maps when workflows change.
• Conduct quarterly HR data audit.
• Reconcile BMS with payroll and finance data.
• Correct inconsistencies immediately upon detection.
• Maintain live HR metrics dashboard segmented US vs PK.
• Present monthly HR analytics to leadership.
• Continuously refine KPIs based on business needs.
• Attend weekly cross-functional meetings and provide HR updates.
• Maintain shared tracker of HR-related commitments.
• Conduct regular sync meetings aligned with US time zones.
• Provide written status updates before US leadership reviews
• Ensure compliance alignment between US and PK practices.
• Conduct annual review of Health Insurance policy for US
• Conduct annual review of health insurance policy of PK

HR Strategy & Leadership

HR Operations & Lifecycle

Objective: Clean, standardized, digitized lifecycle across US & PK.

Compliance & Governance

Objective: Zero legal surprises.

Performance Management

Objective: Performance system drives accountability.

Learning & Development

Objective: Skill gaps close measurably.

Recruitment & Workforce Planning

Objective: Proactive, scalable hiring engine.

Compensation & Payroll

Objective: Fair, competitive, precise compensation governance.

Employee Relations & Culture

Objective: High-trust, structured culture.

Systems, Data & Process Excellence

Objective: HR becomes data-driven.

Cross-Functional & Global Collaboration

Objective: Seamless US–PK HR governance.

Education:

Masters

Qualification:

Required Experience & Competencies

1. Demonstrated experience handling multi-country HR operations, preferably including US and Pakistan.
2. Strong understanding of US employment frameworks (federal and state-level exposure) and Pakistan labour laws (ask for specific verifiable courses and experiences).
3. Experience managing cross-border benefits administration, and compliance.
4. 7-8+ years of progressive HR experience, including end-to-end ownership of core HR functions.
5. Minimum 3+ years in a senior HR leadership role (Head of HR, HR Director, Senior HR Manager, or equivalent) at a multinational IT (excluding call centre or IT enabled companies) company of at least 150 full time employees.
6. Demonstrated experience managing multi-country HR operations, specifically Pakistan and United States.