1)       HR Strategic Planning and Policies Implementation:

Assist HRCo in Strategic Human Resources Planning.
Ensure all HR-related policies and guidelines, SOP and actions are fully complied with the National Labor Law.
Design and update policies per emerging needs at the Mission or evolving situations.
Recommends new approaches, policies and procedures to effect continual improvements of the department and services performed.
Advise HRCO on setting up (org chart), and update the Organizational chart and job descriptions for each position.
Contributes to the definition of the HR strategy for the mission, plays an active role in its implementation at the mission level and provides close support to Field Offices.
Responsible for updating the HR handbook with the updated policies.
Audit Focal Point.
Responsible for reviewing/updating HR templates and communicating clearly and timely with the projects to ensure the administration is accurate.
Arranging refresher sessions for all staff on HR policies

2)     Fostering Conducive Culture:

Support HRCo to develop and implement collective rules across the mission about people management.
Derive culture; ensure inclusion and employee engagement agenda for Pakistan mission including participation in the gender initiatives at the mission.
Promote HR values within the organization.
Team Building event planning in coordination with HRCo.

3)     Coordination:

Upon request of the HRCo, maintain regular contact with Government ministries, national administrations and other NGOs to improve/keep up to date with administrative practices.
In close collaboration with HRCo, ensure regular administrative meetings with all staff throughout the mission take place to ensure they are aware and respect their rights and duties and to inform them of any change in Labour legislation and general employment framework which may affect them.
Acts as a link between National Staff and Senior Management.

4)     Supervision and management of Local Recruitment:

Identifies the best local sources of recruitment according to the needs and objectives of the missions as well as defines recruitment strategy based on the analysis of the labour market with the objective of recruiting professionals and people with the potential to develop within the missions/organization.
Supervises the whole recruitment process, ensuring that national staff are recruited according to the Recruitment Policy and provides support and technical advice to the different Coordinators to implement a fair and transparent process.
In coordination with HRCo manage recruitment process, strengthening process by ensuring recruitment lead times in all recruitment formats (short term, emergency etc). Ensuring onboarding of recruits.
Organize and follow up recruitment procedures including, RRF Approval, JD Preparation, advertising and short-listing, interviews and tests, selection, job offers, and reference checks.
Preparing induction and arranging orientation sessions.
Ensure that the induction plan is implemented across the Mission.

5)       Grievances Management:

Provide specific advice and guidance to employees on a variety of HR issues.
Coordinate and support all staff regarding staff relations and grievance and disciplinary actions.
Support and lead disciplinary proceedings while ensuring mission guidelines and local laws in consultation with HRCo.

6)         Compensation and Benefits Administration:

Supervise/perform payroll procedures, ensuring that all data related to the monthly salary calculation of national employees are correctly entered in the payroll sheet (days off, unpaid leaves, sick leaves, overtime, salary advance, etc.), to ensure on-time and accurate salary payments.
Responsible for ensuring that all functions and job profiles at the Mission level meet with the Mission’s function grid approved by HQ and that any new function or amendment to an existing one is requested in advance to HRCo. Identify deviations and share them with HRCo to draw an action plan in case corrections are needed/convenient.
Responsible for ensuring that National Staff remuneration (salary, post adjustments, compensations, final settlements, etc.) and benefits (holidays, leaves, social coverage, health coverage, etc.) meet with the Mission’s salary grid validated by HQ, Internal Regulations and HR policies, ensuring SIF acts as a responsible employer at any time.
In close coordination with the Assistant Finance Manager, ensure fulfilment of national legislation regarding employees’ taxes and EOBI at the Mission level, check that monthly contributions are correct and send them to the Finance Department.
Manages health and life insurance policies for the personnel both international and national working in the Pakistan mission.
Develop & Update Mission salary grid and systems of classification with HRCo.

7)     Learning and Development

Provide support to HRCo and teams in identifying staff training and development needs, integration of performance reviews and individual capability building as permission requirements within the allocated budget. Implementation of an online training platform.
Support HR Co and team in organizing training sessions after doing successful need assessment.

8)     Managing Budget

In close coordination with the HRCO, calculate the HR support/operational needs and the associated budget to efficiently ensure the required sizing and capabilities of the projects and facilitate budget follow-up.
Support HRCo in the development and effective implementation of HR Strategy and budgeting as per the mission’s HR allocation.
Provide inputs in Budget preparation.
Timely submission of Monthly and HR Statistical reports.

9)     Separation Management:

Prepare the end-of-contract documents (work certificate, annual leave pay sheet, discharge of liabilities, etc.).
Follow up on exit interviews.

10)      Reporting:

Managing reporting within the ‘confidential’ feedback system of the mission.
Updating Organizational Chart.
Responsible for mission monthly reports according to guidelines, and shared with HQ.
Ensure an efficient filing system (physical and electronic files) of all administrative files at the Mission level, granting strict confidentiality of employees’ files and other administrative private documents upon request of HRCo, and ensuring preparedness in case of evacuation.

11)  Performance Management:

Responsible for objective setting for each new HR employee in consultation with HR Co.
Ensuring timely probation and annual evaluations.
Help managers/supervisors to design a Performance Improvement Plan (PIP) in case of poor performance.
In collaboration with the Learning and Development Officer, ensure that performance evaluations (Probation, Mid-Term and Annual) are done and filed timely.

12)  PSEA Responsibilities:

PSEA Focal Point.
Establish a conducive culture across all levels of the program by implementing the PSEA policy. Act as a key source of support, guidance, and expertise on safeguarding for establishing a safe working environment.
Responsible for ensuring team members are appropriately trained, and supported and have access to resources regarding issues that are identified and actioned per the safeguarding policy and procedure.
Follow the PSEA reporting procedure in case any reportable incident takes place and encourage others to do so.

13)  Legal Support:

Ensure that a contract is in place with the legal advisor.
Support HRCo in Managing and overseeing the organization's legal cases and litigation processes. This includes drafting and reviewing legal documents such as complaints, motions, affidavits, and briefs, as well as coordinating with external legal counsel and relevant stakeholders.
Identify potential legal risks and assess their impact on the organization's operations. Advise management and relevant departments on compliance with legal requirements, ensuring the organization's activities are in line with applicable laws and regulations.
Facilitate alternative dispute resolution processes, such as mediation and arbitration, to achieve timely and cost-effective solutions for legal conflicts. Collaborate with stakeholders to find amicable resolutions whenever possible.
Liaises with the legal advisor on labour and legal subjects as required.
Inform HRCo in case a legal risk is detected within her/his area of responsibility and suggest actions to take to prevent it.
Know labour legislation in force in the mission country; keep her/himself informed of any amendment made in labour legislation by regularly checking legislation sources and/or regularly meeting with lawyers, and other local authorities.

Functions:
1. Recruitment and selection.
2. Training.
3. Benefits
4. Appraisals
5. leave Management.
6. Payroll management.

All HR functions, HR Analytics, Complaint Management, Gender Justice, etc.

Performed all HR Functions, ISO 9000:2015 Certification, PCP Certification, HR Policies, HR Analysis etc.