Group Head of Human Resources Textile Manufacturing

HR POD - Hiring Talent Globally

Job Location:

Multan - Pakistan

Monthly Salary: Not Disclosed

Posted on: 10 hours ago

Vacancies: 1 Vacancy

Job Summary

Requirements:

MBA or MS in Human Resource Management or a related field.
812 years of progressive HR experience including at least 5 years in an industrial or manufacturing environment (preferably within the textile industry).
Proven experience managing HR operations across multi-site or plant-based environments.
Strong knowledge of labor laws industrial relations and regulatory compliance frameworks.
Experience handling factory labor management union relations and dispute resolution processes.
Strong expertise in strategic workforce planning organizational design and succession planning.
Experience designing KPIs performance management systems and productivity frameworks.
Experience managing payroll structures compensation planning and employee benefits programs.
Experience implementing HRIS systems and HR process digitization initiatives.
Strong leadership stakeholder management and negotiation skills.
High level of integrity with strong decision-making and problem-solving capability.
Strong analytical reporting and organizational development skills.

Responsibilities:

Develop and implement a group-wide HR strategy aligned with organizational growth operational efficiency and business objectives.
Design and optimize organizational structures for plant and corporate functions to improve productivity and operational performance.
Lead workforce planning manpower budgeting and succession planning across multiple sites.
Manage industrial relations including factory labor matters union negotiations and dispute resolution.
Ensure full compliance with labor laws statutory regulations and organizational policies across all locations.
Oversee employment contracts disciplinary procedures grievance handling mechanisms and employee relations frameworks.
Develop plant-level and corporate KPIs including production efficiency absenteeism workforce utilization and cost per employee.
Implement structured performance management and appraisal systems aligned with productivity and business outcomes.
Design compensation structures salary grading frameworks and incentive programs aligned with performance and operational goals.
Align compensation and workforce cost strategies with overall business performance and revenue targets.
Lead hiring strategy and talent acquisition for technical staff plant managers engineers finance teams and corporate roles.
Develop employer branding initiatives to attract and retain skilled talent in industrial environments.
Implement employee engagement and retention strategies to reduce turnover and improve workforce stability.
Oversee payroll administration employee benefits and incentive programs while optimizing HR cost as a percentage of revenue.
Implement and manage HRIS systems and digitize attendance payroll and performance tracking processes.
Develop HR dashboards and reporting frameworks to support management decision-making.
Build leadership pipelines across plant and corporate teams and implement training and development frameworks.
Foster a performance-driven and accountability-focused organizational culture.

Requirements: MBA or MS in Human Resource Management or a related field.812 years of progressive HR experience including at least 5 years in an industrial or manufacturing environment (preferably within the textile industry).Proven experience managing HR operations across multi-site or plant-based e...

Requirements:

MBA or MS in Human Resource Management or a related field.
812 years of progressive HR experience including at least 5 years in an industrial or manufacturing environment (preferably within the textile industry).
Proven experience managing HR operations across multi-site or plant-based environments.
Strong knowledge of labor laws industrial relations and regulatory compliance frameworks.
Experience handling factory labor management union relations and dispute resolution processes.
Strong expertise in strategic workforce planning organizational design and succession planning.
Experience designing KPIs performance management systems and productivity frameworks.
Experience managing payroll structures compensation planning and employee benefits programs.
Experience implementing HRIS systems and HR process digitization initiatives.
Strong leadership stakeholder management and negotiation skills.
High level of integrity with strong decision-making and problem-solving capability.
Strong analytical reporting and organizational development skills.

Responsibilities:

Develop and implement a group-wide HR strategy aligned with organizational growth operational efficiency and business objectives.
Design and optimize organizational structures for plant and corporate functions to improve productivity and operational performance.
Lead workforce planning manpower budgeting and succession planning across multiple sites.
Manage industrial relations including factory labor matters union negotiations and dispute resolution.
Ensure full compliance with labor laws statutory regulations and organizational policies across all locations.
Oversee employment contracts disciplinary procedures grievance handling mechanisms and employee relations frameworks.
Develop plant-level and corporate KPIs including production efficiency absenteeism workforce utilization and cost per employee.
Implement structured performance management and appraisal systems aligned with productivity and business outcomes.
Design compensation structures salary grading frameworks and incentive programs aligned with performance and operational goals.
Align compensation and workforce cost strategies with overall business performance and revenue targets.
Lead hiring strategy and talent acquisition for technical staff plant managers engineers finance teams and corporate roles.
Develop employer branding initiatives to attract and retain skilled talent in industrial environments.
Implement employee engagement and retention strategies to reduce turnover and improve workforce stability.
Oversee payroll administration employee benefits and incentive programs while optimizing HR cost as a percentage of revenue.
Implement and manage HRIS systems and digitize attendance payroll and performance tracking processes.
Develop HR dashboards and reporting frameworks to support management decision-making.
Build leadership pipelines across plant and corporate teams and implement training and development frameworks.
Foster a performance-driven and accountability-focused organizational culture.