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HR Manager

Samsons Group of Companies, Lahore
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Job Detail

More Jobs From: Human Resources Jobs
Industry: Fast Moving Consumer Goods (FMCG)
Functional Area: Human Resources
Total Position: 1
Job Type: Full Time/Permanent (First Shift (Day))
Job Location: Mardan, Pakistan
Gender: Male
Age: 26 - 40 Year
Minimum Education: Master's Degree
Degree Title: MHRM, MBA (HR)
Career Level: Department Head
Required Experience: 6 Years - 10 Years
Require Travel: 25%
Apply By: Jul 26, 2013
Job Posting Date: Jun 27, 2013
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Job Description:

Accountability – 1: Talent Management

(i) To ensure that the recruitment cycle is completed as per guidelines stated in the “Recruitment Policy”.


  • 45 days from receiving the Recruitment Requisition to Job Acceptance by the candidate
  • Maintain the mix of permanent, contractual and temporary employees as per agreed business plan
  • Maintenance of Employee personal record through HRMS
  • Handing over of complete Employee Essentials within 10 days of joining
  • Orientation and Induction Plan

(ii) To remain within the yearly recruitment budget as per agreed business plan and ensure that the organization follows the 3 Year rolling business plan.


  • Business wise Recruitment Budget of the year
  • 3 year rolling business plan

(iii) To improve the Employer branding in the corporate world.


  • Maintain the Human Resource attrition rate between 6 to 8 %
  • Positively impact the organizational culture to reflect continues improvement in the employee satisfaction survey.
  • To increase the organizational awareness amongst top universities for talent hunt

(iv): Organizational Structure optimization


  • Re-visit the organizational structure in line with market dynamics and anchor for benefits.

Accountability – 2: Operational excellence

(i): EHSS (Environment, Health Safety & Security)


  • Initiate and maintain the EHSS policies and procedures in line with best national practices.
  • Compliance with Group Life & Medical Insurance plans
  • Safety and Security Audits of Vehicles and Offices respectively

(ii): HR Operations


  • 100% Compliance with Policy & Procedure Manual (PPM)
  • Maximum Compliance with local legislative requirements pertaining to Labour Laws
  • Compliance with Leave & Attendance Management Plan
  • Successful implementation of HRMS

(iii): Industrial & Employee Relations


  • Improvement in employee’s productivity resulting in decreased manpower hours
  • Business process outsourcing to improve efficiency and reduce cost in specified factory / administrative operations
  • Effective resolution of employee’s grievances
  • Employee engagement activities as per agreed business plan

Accountability – 3: Administration

(i): Comply with health and hygiene standards for all office blocks of the organization


  • Office / guest house inventory record for fixed assets via HRMS
  • Checklist for “Daily Office Maintenance Schedule (DOMS)”
  • Safety and Security Audits of Offices and other company properties
  • Ensure good quality food at all respective messes

(ii): Comply with Travel & Transport policies and ensure vehicle fleet is maintained at the highest level.


  • Maximize savings on air travel, hotel accommodation and guest house costs
  • Deliver year on year savings on fleet maintenance program with visible improvement in fleet appearance
  • Check vehicle optimization through continues tracking system

(iii): Develop an Organization that encourages delegation of authority with due accountability


  • Remit level of authorization and accountabilities defined as per respective JDs

Accountability – 4: Reward Management

(i): Promote performance based culture that reward employees on business as well as individual performance.


  • Bring compensation close to industry standards while keeping in line with company’s affordability to pay
  • Annual increment to be a combination of employee’s personal as well as company’s business achievements
  • Encourage a mix of fixed and variable pay in the organization

(ii): PPM to clearly highlight employee Benefits & Entitlements in HRMS at all level in the organization


  • 100% compliance of Benefits & Entitlements
  • Salary surveys to establish own Grade Values

Accountability – 5: Training & Development

(iv) To ensure that the Training & Development Calendar for the year is developed and implemented as per Career Development Plans (CDPs) stated in the PMP.


  • Timelines of the Training Calendar to be adhered to 100% as specified in the CDP
  • Competency level of the individual job holder to be enhanced inline with the specified Skill Assessment Grid
  • Follow up on ‘Training Feedback’ as agreed with supervisor
  • CDP to be conducted at least after one week of PRA
  • Maintenance of CDP through HRMS

(v) To ensure that the organization embarks quality training amongst its employees and ensure that the organization follows the 3 Year rolling business plan.


  • Define and evaluate criteria for Vendor selection
  • Maintain a mix of “on the job” and “formal Training” programs in the CDP
  • Match the Skill Assessment with vendor training programs and incorporate the training details in CDP one month prior to PRA
  • Business wise Training Budget of the year
  • 3 year rolling business plan

Accountability – 6: Performance Management Process (PMP)

(i): Define, execute and continuously evaluate the PMP as per business needs and market best practices


  • Evaluate the PMP and propose changes
  • Introduce and maintain PMP through HRMS
  • 100% compliance to the Performance Cycle with Employee Cascade at all stages ensuring quality and fairness
  • PMP to be completed within 6 weeks of initiation for all employees

Accountability – 7: Succession Planning

(i): To introduce and maintain the Succession Planning Process for employee development and career enhancement


  • Establish criteria for the process and define forums for different levels of organization
  • Highlight High Potential employees for fast track career enhancement and develop ‘Individual Development Plans (IDPs)’ via Differentiation Matrix
  • Execute the Management Trainee (MT) program for effective succession path in the organization

Accountability – 8: Employee Engagement

(i): Conduct periodic Employee Satisfaction Surveys and Events to address the findings


  • Develop Specific Action Plans and maintain regular follow-up to comply with deadlines
  • Co-ordinate with relevant functions for implementation

(ii): Promote Employee involvement through Employee Events in order to promote PVP and co-ordinate with various functions for implementation in its true spirit


  • Change Management Plan and its management
  • Employee Engagement sessions and events as per agreed business plan
  • Introduce and maintain the coaching culture in the organization through formal coaching sessions

Accountability – 9: Employee Retention

(i): Identify high potential talent in the organization and propose measures for retention.


  • List of high potential candidates as agreed in the succession planning forum
  • Facilitate the management to bridge the gap between “own wish” and “Company view”
  • Bring the high potential candidates close to grade value faster than other employees while keeping in line with company’s afford-ability to pay
Skills Required:
Leadership skills
People Management Skills
Communication skills
Negotiation skills
Grievance Handling Skills