People & Culture Officer

Technical/ Operational:  

• Assist staff in processing Job Requests and ensure availability of updated JDs showing essential and desired job competencies/skills.
• Ensure advertisement of approved positions through recruitment portal
• Conduct initial screening and logging of completed applications/CVs.
• Ensure timely preparation for recruitment affairs i.e. telephonic screening, scheduling interviews, calling candidates, sharing of structure interview questionnaire with the panellist, conducting tests and negotiate with recommended candidates etc.
• Participate in interviews up to Officer Level.
• Conduct reference & background checks, screening through IRW for selected candidates and ensure the implementation of Inter Agency Misconduct Scheme.
• To ensure forms filling, documents collection and inductions of new staff.
• Remind the line managers about contract ending dates of their subordinates and advice on processing for extension/conclusion of the contract.
• Processing of staff final settlement, facilitate exit interviews and its record-keeping in personal files.
• Ensure comprehensive record-keeping for BLN based staff in-line with standard SOPs of the People & Culture Dept.
• Ensure availability of up to date employee personal files as well as their safety & confidentiality.
• To ensure the provision of payroll details from area to CO by 15th of each month.
• To ensure entry/exit of staff, arrears details, medical & other allowances, advance salaries deduction, leave without pay and EOBI deduction in master payroll sheet according to info received from field and availability of supporting documents in hard form.
• Prepare Time sheet summary for BLN based staff and share the approved documents with CO People & Culture department by 10th of each month.
• Check and process staff medical claims according to IRP medical policy by ensuring the availability of dependent’s supporting documents.
• Ensure record-keeping of processed medical claims in staff personal files and maintain payment record in the spreadsheet for monitoring purpose.
• Assist in issuance of multi-purpose letters e.g. contract extension, bank account opening, experience letters etc. 
• Ensure the availability of leave balances in the leave management system (LMS) as per contract tenure.
• To review and update HRMIS according to hard record available in personal files on a regular basis.
• Ensure registration of new joiners in HRMIS and their access to IR extranet.
• To ensure maintenance and monitoring of attendance system, entry/exit of new joiners/leavers on a regular basis.
• Assist the team leads in performance management and its documentation through probation reviews, mid-year & annual appraisal according to applicable standards/formats.
• Assist & advise corrective actions on need basis to address the performance gaps.
• Plan & execute capacity building interventions as per the needs highlighted in annual appraisal.
• Enhance staff engagement through staff forum, building initiative, surveys, one to one meetings with staff through active employee relations.
• Advise APM & PMT/AMT members on how to deal with complex people related matters within the domain of organizational policies and industry best practices.
• Arrange & lead the capacity building sessions on recruitment and other people & operations related policies/ topics for team leads and subordinates.
• Provide support for the development and implementation of policies.
• Ensure knowledge & implementation of local labor laws to mitigate the risk of litigation.
• Assist in audits through the provision of relevant data/information.

Operational

• Coordinate with internal (CO People & Culture dept., Area finance, SC & S and staff) & external (EOBI, auditors and other NGOs etc.) stakeholders related to people & operations and other matters of mutual interest.
• Ensure preparation & record management of people & operations related information so that may be accessed by relevant individuals as & when needed.
• Preparation of daily, weekly, monthly and other progress reports for management’s info.
• Ensure proper filling of forms & formats as per desired standard
• Close coordination with line manager for effective implementation of policies / guidelines.

Organizational

• Support in compliance with IR’s policies & procedures in true spirit for effective delivery of services.
• Understanding of IR values and their demonstration in real time.
• Abide by the IR zero tolerance policy towards bribery & corruption as well as sensitize others on coping mechanism so that they can raise voice as & when feel inappropriate.
• Thorough knowledge of IR strategic priorities & the way you can contribute in its achievement.
• Support in identification & documentation of organizational successes for show casing IR work.

“Please note, Islamic Relief is only able to accept applications from candidates who are eligible/allowed to work in Pakistan.”

Pre-employment Checks:

• Any employment with Islamic Relief will be subject to the following checks:

  • Screening clearance
  • Receipt of satisfactory references

  Please note, we are only able to accept applications from candidates who are eligible to live and work in Pakistan. We are unable to progress applications that would require sponsorship.

  Our Values and Commitment to Safeguarding:

  IR is committed to preventing any type of unwanted behavior at work including sexual harassment, exploitation and abuse, lack of integrity and financial misconduct; and committed to promoting the welfare of children, young people, adults and beneficiaries with whom IR engages. IR expects all staff and volunteers to share this commitment through our code of conduct. We place a high priority on ensuring that only those who share and demonstrate our values are recruited to work for us.

  The post holder will undertake the appropriate level of training and is responsible for ensuring that they understand and work within the safeguarding policies of the organization.

  All offers of employment will be subject to satisfactory references and appropriate screening checks, which can include criminal records checks. IRW also participates in the Inter-Agency Misconduct Disclosure Scheme.

  In line with this Scheme, we will request information from job applicants’ previous employers about any findings of sexual exploitation, sexual abuse and/or sexual harassment during employment, or incidents under investigation when the applicant left employment.

  By submitting an application, the job applicant confirms his/her understanding of these recruitment procedures.

  Islamic Relief is an equal opportunities employer

  To cater to the higher living cost, IR Pakistan is transferring the exchange gain (PKR-GBP) on salary to staff at a prevailing conversion rate till further notice. Salaries are paid in local currency.