Detailed Job Description

Chief Personnel Officer

Grade: ()

Context

Pakistan Railways has an ambition to be a high performing organisation characterised by: -

1. Being well-led and possess best HR practices to help translate and deliver the strategy
2. Clarity of responsibility and accountability
3. A strategy for people and their development
4. Being flexible and responsive to the service and the market
5. A culture that encourages people to be their best.

The position of Chief Personnel officer serves on the CEO’s senior leadership team and oversees
the development and implementation of human resources policies, system, plans and services,
including recruitment, selection, legal compliance, employee benefits, compensation, employee
relations, diversity equity and inclusion, employment practices and procedures, employee
communications and events.

Job Purpose

To monitor and supervise human resource management practices through Deputy Chiefs who
will play key roles in HR management, development and planning. Provide leadership to the HR
department and its functions on a strategic basis and provide senior level policy advice on HR
generally and specifically on recruitment, reward and talent management, both directly and
through the Deputy Chiefs

Main responsibilities
a) Management Responsibilities

 To provide principle leadership for the HR function in Pakistan Railway. Controlling officer of
personnel branch and coordination of the personnel work of the headquarters, division and
extra divisional offices
 To attend the Management Board on a monthly basis to provide HR advice on a strategic,
policy & practical basis
 To manage the Deputy Chiefs of HR and through that post other HR staff and the
night/float /remote supervisor
 Oversees the implementation of Human Resources programs through Human Resources
staff. Monitors administration to established standards and procedures. Identifies
opportunities for improvement and resolves any discrepancies
 Ensure that the HR service maintains and meets the policies, practices and procedures
required to achieve and maintain the organization’s key quality standards, particularly in the
areas of equality and diversity.
 Provides management supervision for Establishment matters including transfers, disciplinary
proceedings, promotions, leave cases, NOCs, loans and advances, referrals of cases to MOR,
Up-gradation issues, Quota implementation, trade unions issues
 Develops and monitors an annual budget that includes Human Resources services,
development, employee reward & recognition.
 Directs the preparation and maintenance of such reports as are necessary to carry out the
functions of the department. Prepares periodic reports for management, as necessary or
requested, to track strategic goal accomplishment.

b) Performance Management System

 Develops and maintains performance management and appraisal programs. Provides
assistance to employees and supervisors with questions and workplace problems
 Lead and oversee the performance management system to ensure that the appraisal
process is aligned with the strategic needs and policies of the organization
 Ensure implementation of compensation and benefit programs, including job description
and classification, salary structure and salary adjustments. Oversees benefit plan
communication, enrollment and administration. Assesses the competitiveness of human
 resources programs and practices against the relevant markets.
 Lead and oversee the development and maintenance of the Human Resources sections
particularly recruiting, performance, culture, and company information.

c) Training & Development

 Establishes an in-house employee training system that addresses company training needs
including training needs assessment, new employee orientation or onboarding,
management development, production cross-training, the measurement of training impact,
and training transfer.
 Liaison with STI and other institute to ensure delivery of quality training programs as per
the pre-approved Training calendar.
 Ensure availability of job description for all employees, and their career path is identified as
per the job description with clearly assigned training and development path for all
employees.
 Ensure effective utilization of training budget and hold team accountable to maintain the
required standard of delivery.
d) Employment
 To deal inter-divisional transfers, selections, disciplinary cases, leave, promotions requiring
General Managers’s sanctions
 Appeal and represent Gazetted and non-Gazetted staff
 Establish and lead the hiring Processes of BS11 and above and onboarding through STI.
 Establishes and monitors the standard recruiting and hiring practices and procedures
necessary to recruit and hire a superior workforce.
 Identify future needs of the organization and develop strategies for effective workforce
planning and utilization including identification of various employment model to suite
organizational strategy for optimized workforce utilization. This includes identifying various
forms of employment contract such as permanent, contractual, ad hoc and various other
from global best practices.
 Remains current with employment laws and regulations. Maintains an effective program of
compliance with laws and regulations related to human resources and manages
relationships with compliance.
 Chairs any employee selection committees or meetings.
e) Employee Relations
 Formulates and recommends Human Resources policies and objectives for the company
with regard to employee relations.
 Establish system to communicate Human Resources policies, procedures, programs and
laws
 Determines and recommends employee relations practices necessary to establish a positive
employer-employee relationship and promote a high level of employee morale and
motivation.
 Establish system for staff complaints and redressal, processing of appeal cases of officers,
and officials and Coordinate in Litigation and Court matters
 Directs the preparation of information requested or required for compliance with laws.
Approves all information submitted. Serves as the primary contact with the company
employment law attorney and outside government agencies.

Any other task or assignment entrusted by CEO/Sr. GM or higher management.

Person Specification

Technical knowledge and experience

 MBA or equivalent qualification in HRM from HEC Recognized University. Weightage will
be given to higher qualification.
 More than 10 years of experience and have clear understanding of government
functioning

 Able to demonstrate up to date knowledge of theory and good practice in key areas of
human resource global practices including recruitment, performance management, training
and professional development etc.
 Skills

 Excellent influencing and interpersonal skills with people at all levels, internally and
externally.

 Strong written and oral communication skills, including presentation skills.

 Numeracy and ability to analyse quantitative and qualitative data.

Personal qualities

 Self-motivation, enthusiasm and results-focus.

 Flexible, adaptable and comfortable with ambiguity.
 Negotiating, influencing and holding to account.
 Pragmatic and solution-oriented.
 Committed to high standards and continuous improvement.
 Ability to move between big picture and detail.

Details of the Pay Package Other Facilities:

S. Name of the post and Pay Package Per Month

No Scale
1 Basic Pay
House Rent Allowance
Utility Allowance
Monetization Transport Facility
Total
Per Annum Expenditure x 12