Job Description

Job Title
Reports To:
Current Level / New Head Count
Proposed Level
Department & Sub-department
Number of Direct Reports (Levels)
Total Number of Team Members (Direct & Indirect)
Layer from MD/CEO (N-1, N-2)

Purpose of Role:

Main Purpose (Why does the position exist, WITH what objectives and WITHIN what limits)

This is like a mission statement of your position. It should only mention the main tasks you perform and state out
to WHAT objective does it achieve, and WITHIN what limits.

Consider the following while writing the purpose statement

 In your opinion, what is the relative importance of this position in the organization?
 Briefly explain the role of your position in the organization.
 What is the main purpose of this position in the organization
 What is the impact of your position on the division?
How does the position contribute to the division / organization goals and objectives?

Job Dimensions:
Financial (HR will fill the information) Non-Financial
Net Revenue / Production Number of Direct Reports
(Permanent + Contractual)
Manpower Budget Number of Indirect
Reports (Permanent +
Contractual
Operating / Department Total size of Team (Direct
Budget + Indirect)
Profit Number of Plants

Areas of Responsibilities / Accountabilities:

Areas of Responsibility Time Spent %
1 Defines the areas of responsibility and expected Indicates typical amount of time spent for a particular
contributions of the position: area of responsibility.
a. Defines key/ primary areas of
responsibility (typically between 4 - 8)
and expected contributions required of
the position.
b. Should be ranked in order of
importance, explaining the “what” and
“why”.

c. Document the key tasks and processes

involved (not the examples or details
on how it is being done)
2
3
4
5

1
 Key Skills/Experience Required:
Qualification: (Example below for GM HR JD)
 Bachelor and/or Master Degree in HR, Business or Social Sciences; or equivalent.

 Successful track record with large local/multinationals, preferably with international exposure outside of
Pakistan.

 Demonstrated experience in developing and leading processes in strategic workforce planning, Talent
Management, talent Acquisition, succession planning and industrial relations to enhance business
performance.

 Demonstrated experience with labor relations, labor law and employment relations within the Pakistan
labor environment.

 Solid understanding of safety and quality programs in a manufacturing environment.

Knowledge/Skill/Competencies
 Strong leadership acumen, coupled with a mature outlook and the ability to gain credibility with leaders
and colleagues across the organization.

 Excellent communication skills with a demonstrated ability to influence senior management and other
internal/external stakeholders.

 Ability to manage, coach and develop teams in a multi-cultural context.

 Excellent interpersonal and networking skills.

 Adaptability to changing environments and experience in effectively leading change management

initiatives.
Experience
 At least 15 - 20 years’ experience in the HR field, with experience of managing HR function within a sizeable
organization including manufacturing or similar environments.
KPIS

External & Internal Interactions: (Highlights the contacts the position interacts with)
Example of GM HCM Below:
Internal
 FFBL MD & GM’s
 FFBL HR Committee
 FF Leadership Team
 GHQ as and when required
 FFBL Employees
External
 Consultants & Vendors
 Placement Offices of Universities
 Peer group companies
 Sister Organizations
Criticality of Communication
Frequency (1. Daily, 2. Nature of Communication (1. Convey
Name of Party (Important to perform key job
Sr. No Weekly, 3. Monthly, 4. 2. Adapt & Exchange, 3. Influence, 4.
Internal functions) 1. Highly Critical, 2.
Quarterly, 5. Yearly) Negotiate, 5. Negotiate long term)
Normal, 3. Not Critical
1
2
3
4
Criticality of Communication
Frequency (1. Daily, 2. Nature of Communication (1. Convey,
Name of Party (Important to perform key job
Sr. No Weekly, 3. Monthly, 4. 2. Adapt & Exchange, 3. Influence, 4.
External functions) 1. Highly Critical, 2.
Quarterly, 5. Yearly) Negotiate, 5. Negotiate long term)
Normal, 3. Not Critical
1
2
3

2
4

Org. Chart (HR will incorporate the Structure Snap shot).

Current Incumbent in Role Signature

Supervisor Signature
HOD Signature
HCM Signature
Date of JD Sign-Off