Chief Human Resource Officer

Introduction

The Pakistan Single Window (PSW) initiative, led by Pakistan Customs, aims at reducing the time and cost of doing business by digitalizing cross border trade and eliminating paper based manual processes. The PWSC, a public sector company incorporated under section 42 of the Companies Act, 2017 by Pakistan Customs has been notified as the ‘operating entity’ of the PSW system by the Federal Government under the provisions of Pakistan Single Window Act, 2021.

The Pakistan Single Window (PSW) is an electronic facility that allow parties involved in trade and transport to lodge standardized information and documents with a single-entry point to fulfil all import, export, and transit-related regulatory requirements. The PSW will primarily serve as a platform for integrating Customs and regulatory clearance of import, export and transit goods and is predicated on a harmonized and coordinated approach towards cargo reporting, management and clearance procedures. Accordingly, in addition to customs clearance, electronic processing of licenses, permits, certificates and other regulatory documents mandated by national and international laws, e-payments, and integrated risk management involving joint inspections, the PSW system will also include electronically integrated platforms for cargo processing and management in the form of port community systems implemented at all sea ports, air freight units, international border crossings and dry ports. These platforms will enable real time exchange of information amongst other stakeholders connected to international trade such as port operators, ground handling agents, freight forwarders, transporters, and shipping agents etc. and will maximize the potential benefits of the PSW system.

The PSW system began rolling out in July 2021. As the system evolves and expands to include new features, services, and technologies, there is a need for constant induction and retention of new talent, alignment of the HR strategy with the company strategic objectives and plans, creation of a sound HRM system that addresses and responds to employees needs for compensations, admissible benefits, performance assessments, career planning, and professional development in an effective and meaningful manner. The Chief Human Resource Officer will lead the development and implementation of PSW’s HR strategic plan and operational policies under the guidance of the Chief Executive Officer with assistance from the PSW HR team already in place.

Background

The PSW company was incorporated in April 2020 by Pakistan Customs with the approval of the Federal Government. The Company began operations in December 2020 with the hiring of the first cohort of key employees including the Company Secretary, the Chief Technical Officer and the Manager Human Resources followed by the Chief Financial Officer and the Chief Internal Auditor. The Chief Executive Officer was on boarded in August 2021. Currently the company comprises of 139 employees with a majority comprising of resources from the IT sector responsible for designing, developing, operating, and maintaining the PSW system and its allied components. The software development for the PSW system began in October 2020 and the first module was rolled out in July 2021 with additional features and modules being consistently rolled out. The Company has its offices in Islamabad and Karachi. Almost the entire software design, development and operations team is based in Karachi.

The management reports to the Board of Directors comprising of public sector representatives from Pakistan Customs, Ministry of Commerce, and the Board of Investment, and private sector representatives from the Pakistan Business Council, and the Federation of Pakistan Chamber of Commerce & Industry (FPCCI).

Since inception, hiring of new resources has been a key priority for the PSW HR team to support the development and roll out of the system as per the agreed timelines. The focus on recruitment has yielded satisfactory results in terms of new hirings, and filling of key positions in the company organogram. However, as the company evolves and grow, there is a need for a strategic realignment of the HR policies with the company objectives, and development and implementation of HR policies and procedures that respond to the various career and professional growth-related requirements of the employees in one of the fastest growing service sectors in Pakistan.

In addition to that, the senior management also envisions HR’s role as a critical support function of the other components. By ensuring employee well-being through development and application of equitable policies on compensation, benefits, internal promotions, career advancements, performance bonuses and rewards, leaves, training and development, CHRO is expected to create a supportive and collaborative work environment tailored to the needs and recommended best practices in the IT industry. The candidates are, therefore, expected to be qualified, experienced, and willing to work under challenging circumstances.

PSW is an equal opportunity employer which means employees are hired regardless of race, colour, caste, creed or gender on the basis of qualification required as specified by the job description, including education, experience, training, skill, physical requirement or any other condition required to perform satisfactorily the duties of the position. It is PSW's objective to ensure that it builds a competent and efficient workforce who, with the necessary skills and attributes, fulfil our aims and support our business goals.

Performance Requirements

The CHRO shall play a key role in the growth and consolidation of the company by designing and implementing comprehensive strategies for recruitment, employee experience, retention, and career development in PSW. This role will oversee the full range of HR functions and develop strategies while implementing programs that constantly inspire, motivate, engage and support PSW employees. While doing so, the CHRO will also be supporting the management in development and implementation of performance appraisal and management system, resource planning and allocation, and employee learning and development. PSW greatly values its relationship with employees which needs to be reflected in the HRM strategy and implementation plans of the company. For effective performance of the envisaged role, CHRO is expected to develop close collaboration with both the Chief Technology Officer and the Chief Domain Officer of PSW.

The CHRO shall report to the CEO PSW. The position is based in Islamabad with frequent travel to Karachi.

Duties/responsibilities

1.     Human Resource Planning and Organizational Development

a.      Develop and implement HR strategy as per PSW’s requirements in order to ensure achievement of company’s objectives in a smooth and efficient manner;

b.     Constantly analyze market trends related to HR, compare and benchmark them against PSW’s organizational strategy and give recommendations for improvement;

c.      Through manpower modeling and other established techniques, review and analyze PSW’s staffing levels and future requirements and recommend appropriate measures;

d.     Review and analyze job descriptions at all levels to ensure they reflect job/role requirements;

e.      Ensure gender equity and inclusivity in the organization;

f.      Develop, review/update HR structure and various policies related to performance appraisals, succession planning, mentoring, learning and development, HR operations etc.

g.     In collaboration with the CEO and senior executives, identify critical positions in the organization, and devise a succession plan complete with employee incentive, training, and retention strategies;

h.     Provide advise to the CEO and the Board of Directors on the organizational structure and design to match the evolving needs of PSW;

i.       Establish an Action Plan for implementation of the HR strategy.

2.     Talent acquisition and on-boarding

a.      Craft viable talent acquisition strategies and design talent management processes to ensure fulfilment of PSW’s hiring needs.

b.     Review and improve the recruitment process to ensure that it is fair and transparent, complies with applicable policies and procedures; and is executed in a timely, organized, and comprehensive manner;

c.      Work closely with PSW executive and senior management to help draft/improve job descriptions, follow up on recruitment requests, screen potential candidates for shortlisting and interviews, and on-board successful candidates;

d.     Coordinate with head-hunters, recruitment web portals, and university placement offices to attract the best talent for new positions;

e.      Maintain up-to-date recruitment progress reports, employee database and all related staffing communication.

f.      Promote inclusion in the workplace and reinforce our position as an equal opportunity employer;

g.     Help implement an automated HRM system;

h.     Advise the CEO and the Board on measures taken to improve staff recruitment procedures to minimize employee turnover;

i.       Develop and manage orientation programs for new staff;

j.       Ensure dissemination of HR policies and procedures to all new and existing recruits;

3.     Employee Experience

a.      Develop and implement policies centered around employee well-being and conduct at workplace

b.     Suggest and implement measures for fair and consistent treatment of employees related to fair compensation and benefits, reasonable working hours, professional learning and development, ethical practices at workplace, and employee conduct;

c.      Develop policies to prevent and resolve disputes between employees and the management and between employees;

d.     Implement policies for creating a safe work environment for all employees;

e.      Devise and implement a grievance redressal mechanism;

f.      Help CEO foster a conducive working environment through employee relations activities and communication including employee satisfaction surveys, social activities, retreats etc.;

g.     Manage all stakeholders and act as advocate for employees.

4.      Manage Employees Benefits

a.      Review and revise the employees benefits program to align it with organizational’ s objectives and budgets;

b.     Conduct need assessment to determine and design a suitable benefits program;

c.      Develop a periodic evaluation process to determine effectiveness of the benefits program;

d.     Conduct periodic salary surveys to determine fair levels of compensation for all employees;

e.      Implement an effective communication plan for employees.

5.     Performance Appraisal System

a.      Develop and implement an effective performance evaluation system for all employees with clear linkages to compensation levels, performance targets, promotion, training and, where appropriate, termination and replacement of employees.

b.     Develop and implement an employee feedback system to gain a 360-degree views of PSW HR environment and develop/amend any policies/procedure, if deemed necessary

c.      Inform and keep updated all employees on the performance appraisal system/methodology

d.     Provide feedback to senior management on placement and career planning of employees;

6.     Learning and Development

a.      Develop policies and procedures for continuous identification of training needs of the staff and organize appropriate training programs for employees;

b.     Align employee training needs with organizational objectives and budgets;

c.      Design in-house training content;

d.     Devise and implement a monitoring and evaluation system to ensure learning objectives are being met;

e.      Maximize senior team effectiveness.

7.     HR Operations

a.      Review and improve processes and procedures related to HR operations including payroll management etc.;

b.     Review salary structure for all employees and align them with recommended best practices and market trends;

c.      Develop/update HR manual.

8.     Other responsibilities

a.      Plan and manage leadership transitions as and when required;

b.     Lead independent board interactions and engage board members in meetings and individual interactions on HR related issues;

c.      Any other HR related work assigned by CEO/BoD.

Qualifications/Experience

·       Master's degree in HR, Management, Business/Public Administration with a specialization in HR required. Candidates with SHRM (SCP-CP), Chartered CIPD or similar level HR qualification shall be preferred;

·       Minimum10 years of progressive leadership experience in HR positions with at least 5 years of working as Chief HR/Senior HR Manager or equivalent position in the IT sector/an IT based company;

·       Demonstrable knowledge of budget planning, compensation and benefits, HR Information Systems, and talent acquisition practices;

·       Excellent writing and analytical skills;

·       Strong interpersonal communication skills and the ability to build relationships with colleagues, senior management, and employees;

·       Maximum age limit is 45 years for the position.

·       Initial employment term: 3 years