CARE is a leading global humanitarian and development organization. Since its establishment in 2005, CARE International in Pakistan (CIP) has been responding to major disasters and undertaking an array of development projects. CIP works through its local partners and a range of stakeholders for development, as well as emergency response related interventions, which makes collaboration a key component of its work, across the country. Health and nutrition, shelter, women economic justice (WEJ), education, food security and livelihood with particular focus on women, are some of CARE's core identified program areas in Pakistan, as part of its Long-Range Strategic Plan.

The Human Resource Coordinator will support the routine functions of the HR department at both the head office and field offices. Key responsibilities include managing the recruitment and selection process, ensuring smooth onboarding and off boarding, administering payroll, compensation, and benefits, maintaining the HR database, supporting change management initiatives, and overseeing performance management and succession planning. Additionally, the role involves ensuring compliance with policies and regulations and enforcing company policies and practices.

Recruitment & Selection (40% of the time):

• Ensure transparency and fairness in all recruitment processes, focusing on skill alignment and gender balance in candidate selection.
• Source qualified candidates through diverse channels and maintain an up-to-date talent pool.
• Coordinate, schedule, and participate in interviews to support hiring decisions.
• Conduct reference checks, assess candidates' qualifications, and provide managers with insights on strengths and areas for development.
• Orient new hires on contractual obligations and organizational expectations upon joining.
• Identify and provide relevant CVs to support the swift submission process and follow the turnaround time for recruitment and selection.
• Coordinate and execute effective orientation programs for new hires and ensure regular refresher training for all staff on organizational policies, performance appraisal systems, and job expectations.
• Oversee administrative aspects of employee life cycle processes, including transfers, acting assignments, staff confirmations, separations, and in-country TDY arrangements

Staff Wellness & Compensation & Benefits Administration (25% of the time) :

• Oversee the timely and accurate administration of compensation and benefits processes, ensuring alignment with organizational policies and legal requirements.
• Prepare payroll reports, including allowances and benefits, and share them with the Finance department on time.
• Distribute salary slips regularly and ensure monthly payroll closing reports are shared with Finance without delay.
• Provide analytical payroll and benefits reports to the Manager for informed decision-making.
• Plan and execute employee engagement, wellness, and morale-building activities to promote a positive workplace environment.
• Monitor and support employee welfare programs, ensuring employees’ physical, mental, and financial well-being is prioritized.
• Ensure compliance with organizational policies and legal standards in all compensation and payroll activities

HR Operations, Compliance & Policies (25% of the time):

• Maintain the HR database, ensuring employee records are accurate, up-to-date, and confidential.
• Manage employee personnel files, ensuring sensitive information remains protected at all times.
• Oversee smooth onboarding and offboarding processes, ensuring a positive employee experience during transitions.
• Generate and share routine and requested HR reports with management to support informed decision-making.
• Ensure compliance with labor laws, organizational policies, and internal HR guidelines across all processes.
• Monitor and review HR policies regularly, ensuring they align with organizational goals, are well-communicated, and effectively implemented across all levels.
• Lead refresher training for staff and managers on HR policies, including performance management and employee rights.
• Act as a liaison between the HR department and other organizational departments to streamline HR operations and communication.
• Support change management initiatives by providing guidance and resources to assist employees through organizational transitions.
• Identify, monitor, and address compliance risks related to HR policies, labor laws, and organizational procedures

Performance Management & Staff Development (5% of the time)

• Ensure regular and effective performance reviews are conducted by supervisors, providing feedback to employees and aligning individual goals with organizational objectives.
• Monitor performance trends, identify gaps, and recommend actionable interventions to support employee success.
• Support managers by providing guidance, tools, and refresher training to implement performance management strategies effectively.
• Address performance-related challenges in consultation with managers, ensuring timely and fair resolution in line with organizational policies.
• Analyze performance review data to identify trends, patterns, and opportunities for organizational improvement.
• Identify learning and development needs by analyzing performance trends, feedback, and skill gaps across teams.
• Design and implement staff development plans in collaboration with managers to support both employee career progression and organizational growth.
• Organize training opportunities, workshops, and leadership development programs to enhance skills and capabilities.
• Evaluate the success of training initiatives and revise strategies to ensure alignment with evolving organizational needs.
• Foster a learning culture by encouraging continuous development, knowledge sharing, and leadership building among employees

Other Responsibilities (5% of the time)

• Handle employee grievances and facilitate conflict resolution in collaboration with managers and leadership.
• Ensure timely communication of HR policies and organizational updates to all employees.
• Assist in implementing organizational change initiatives, including workforce restructuring or role changes.
• Maintain confidentiality and ensure discretion when handling sensitive HR matters or employee data.
• Support internal audits and compliance reviews to ensure adherence to organizational and legal HR standards.
• Undertake additional HR-related tasks and projects assigned by the manager to meet organizational objectives.

Education and Training:

Required: Bachelor’s Degree in Management Sciences or HR. 

Desired: MBA/Master’s Degree in HR.

CARE participates in the Inter-Agency Misconduct Disclosure Scheme. In line with this Scheme, we hereby request information from the candidate’s previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the candidate left employment. All offers of employment are subject to satisfactory references and appropriate screening checks. By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.

Note: Individuals can apply using Brightspyre or send their resumes directly to [email protected] clearly mentioning the position title in the subject line of the email, before the stated deadline. Please share your current as well as salary expectations along with the CV.