VP HR

Job Title: VP HR
Location: Lahore Pakistan
Reports To: CEO
Type: Full-time

Role Summary

Were hiring a VP HR to build and run all people functions from the ground up. This role is about designing structure recruiting top talent building culture and driving accountability. Youll create systems for hiring onboarding performance and retention that grow with the business. Your job is to make sure we have the right people doing the right work at the right time and that they stay.

Key Responsibilities

• Design and run the full employee lifecycle: hire manage develop retain
• Build an HR system with clear roles org charts and accountability
• Hire A-players and set up recruiting processes that scale
• Run performance management goal-setting and reviews
• Build compensation bands and pay-for-performance models
• Define and protect company culture through values and behavior norms
• Ensure compliance with labor laws in UAE and trading markets
• Train managers on people leadership and team building
• Serve as the CEOs key partner on people and org strategy

What Were Looking For

• 10 years in HR with 3 in a senior leadership role
• Experience in fast-growing trading logistics or industrial companies
• Strong track record building systems not just managing people issues
• Hands-on experience with recruiting performance and retention
• Deep understanding of HR compliance contracts and labor law
• Strong communicator who earns trust at all levels
• Structured thinker who can translate problems into processes
• Masters or HR certifications (SHRM CIPD) preferred

Nice to Have

• Exposure to cross-border HR setups or international teams
• Experience handling low-skill and high-skill workforce side-by-side
• Worked in multi-entity setups across UAE Africa and Asia
• Background in companies that scaled from 100 to 500 employees

AREAS OF RESPONSIBILITY

1. Organization Design & Structure

• Design org charts role clarity and reporting lines
• Set up scalable structures for operations commercial and support teams
• Define role expectations success profiles and accountability frameworks
• Help evolve structure as business grows and complexity increases

2. Talent Acquisition & Recruiting

• Build internal hiring systems with scorecards pipelines and interview processes
• Set up referral programs agency partnerships and recruiting campaigns
• Reduce dependency on external recruiters over time
• Drive employer branding and ensure good candidate experience

3. Onboarding & Offboarding

• Create onboarding playbooks and 30/60/90-day plans
• Standardize joining processes for fast ramp-up and alignment
• Run structured exits with handovers feedback and clean offboarding
• Track new hire success and retention data

4. Performance & Goal Setting

• Implement clear performance frameworks (OKRs KPIs or similar)
• Set up mid-year and annual review processes
• Tie performance to rewards promotions and development plans
• Coach managers to give feedback and manage performance

5. Compensation & Benefits

• Build and manage compensation bands by level and role
• Benchmark pay against market data and internal equity
• Design bonus commission and incentive plans tied to outcomes
• Optimize benefits for retention and cost-efficiency

6. Culture Values & Engagement

• Define and embed company values into daily behavior
• Run culture audits pulse surveys and engagement check-ins
• Handle conflict toxic behavior and misalignment quickly
• Organize townhalls all-hands and rituals that reinforce alignment

7. Legal Compliance & Contracts

• Ensure compliance with UAE labor law and other jurisdictions
• Set up templates for offers contracts NDAs terminations
• Manage legal risks tied to employment disputes or exits
• Maintain clean HR documentation and audit trails

8. Training Development & Retention

• Identify skill gaps and run training programs internally or externally
• Build leadership capability in first-time managers
• Track employee growth development and promotion paths
• Own retention and reduce regretted attrition

9. Systems Processes & Metrics

• Select and implement HRIS or people management systems
• Set up data dashboards on headcount hiring attrition performance
• Document all people processes and automate routine tasks
• Use data to drive decisions not opinions

10. Leadership & Strategic Partnering

• Work directly with CEO and leadership team on org-wide decisions
• Challenge leadership behavior when needed be the conscience of the company
• Support change management during ERP rollouts restructures and pivots
• Be a trusted advisor to all departments on people-related issues