VP HR

Job Title: VP HR

Location: Lahore, Pakistan

Reports To: CEO

Type: Full-time

Role Summary

We're 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. You'll 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 We're 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