Senior Manager - People & Culture

Senior Manager - People & Culture

Role Overview

The Senior People & Culture Manager is responsible for leading the People function across Pakistan, ensuring the organization attracts, develops, engages, and retains exceptional talent while building a high-performance culture.

The role oversees the full employee lifecycle, including talent acquisition, employee experience, performance management, learning & development, HR operations, compliance, compensation & benefi ts, and employee relations. As a strategic business partner, the Senior People & Culture Manager works closely with department heads to align people initiatives with business objectives and support the continued growth of COLABS.

Key Responsibilities

1. People Strategy & Business Partnering

Partner with leadership to develop and execute the People strategy in line with business objectives.

Act as a trusted HR Business Partner to department heads, providing guidance on organizational design, workforce planning, employee performance, and team development.

Drive initiatives that strengthen culture, engagement, and organizational eff ectiveness.

Support change management and organizational transformation initiatives.

2. Talent Acquisition

Lead end-to-end recruitment for all Pakistan-based roles.

Develop workforce plans and hiring strategies with department heads.

Manage recruitment pipelines, interviews, assessments, off ers, and onboarding.

Strengthen employer branding and candidate experience.

Monitor recruitment KPIs including time-to-fi ll, quality of hire, and hiring effi ciency.

3. Performance Management

Lead the company's performance management framework, including goal setting, KPIs, probation reviews, and annual performance reviews.

Coach managers on eff ective performance conversations and feedback.

Identify high-potential employees and succession planning opportunities.

Support performance improvement plans where required.

4. Learning & Development

Identify capability gaps and develop annual learning and development plans.

Coordinate internal and external training programs.

Support leadership development initiatives.

Build career development and succession planning frameworks.

5. Employee Experience & Engagement

Drive employee engagement initiatives that strengthen culture and collaboration.

Lead employee recognition and wellbeing programs.

Conduct engagement surveys and implement action plans.

Oversee onboarding and off boarding to ensure a positive employee experience.

6. HR Operations & Compliance

Oversee day-to-day HR operations, ensuring accuracy, effi ciency, and compliance.

Manage HRIS (ZenHR), employee records, attendance, leave management, and personnel documentation.

Ensure compliance with labour laws, company policies, and internal procedures.

Develop, implement, and continuously improve HR policies, SOPs, and processes.

7. Compensation & Benefi ts

Support compensation benchmarking and annual salary review processes.

Administer employee benefi ts, insurance, provident fund, and ESOP programs.

Coordinate payroll inputs and ensure timely, accurate payroll processing with Finance.

Monitor market trends and recommend competitive compensation practices.

8. Employee Relations

Act as the primary point of contact for employee relations matters.

Manage grievances, disciplinary processes, investigations, and confl ict resolution.

Promote a positive, fair, and inclusive workplace culture.

Ensure consistent application of company policies and employment practices.

9. HR Reporting & Analytics

Develop and maintain HR dashboards and reports for leadership.

Monitor key HR metrics, including headcount, turnover, hiring, retention, absenteeism, and engagement.

Provide data-driven insights to support workforce planning and business decisions.

WHAT OUR IDEAL CANDIDATE LOOKS LIKE

Bachelor's degree in Human Resources, Business Administration, Psychology, or a related fi eld (Master's degree preferred).

6–10 years of progressive HR experience, with at least 3 years in a leadership role.

Strong knowledge of Pakistan labour laws and HR best practices.

Experience with HRIS platforms, payroll coordination, and performance management systems.

Demonstrated experience in building HR processes within a fast-growing organization.