Assistant Manager — Talent Acquisition & OD

HRSI; Lahore; On-site; PKR 1,200,000 - 2,400,000; Full time

Job summary

HRSI in Lahore is seeking an Assistant Manager – Talent Acquisition & OD to lead critical HR initiatives and drive value across recruitment, engagement, and organizational development. You will own end-to-end hiring processes, build pipelines, and partner with managers to refine requirements and timelines.

The role also covers employee engagement activities, training coordination, employer branding, and regular data reporting to HR leadership, with site visits to support ground‑level

Qualifications

• 3–6 years of progressive HR experience.
• Strong foundation in end-to-end recruitment.
• Hands-on exposure to OD functions including employee engagement, training coordination, and employer branding.

Responsibilities

• Manage full-cycle recruitment for assigned functions.
• Build and maintain a proactive talent pipeline.
• Partner with hiring managers to define role requirements and timelines.
• Track and report recruitment metrics; TAT, source mix, offer-to-join ratio, and cost-per-hire.
• Plan and execute employee engagement activities and events.
• Coordinate training and development programs.
• Conduct regular site visits to engage with employees and support ground-level HR implementation.

Skills

End-to-end recruitment

Employee engagement

Organizational development

Employer branding

Training coordination

HR analytics

Stakeholder management

Job description

We are looking for an Assistant Manager – Talent Acquisition & OD for a leading packaging manufacturing company based in Lahore.

The ideal candidate has 3–6 years of progressive HR experience with a strong foundation in end-to-end recruitment and hands‑on exposure to OD functions including employee engagement, training coordination, and employer branding.

Key Responsibilities

Talent Acquisition

• Manage full-cycle recruitment for assigned functions; sourcing, screening, assessments, interview coordination, offer management, and onboarding handover.
• Build and maintain a proactive talent pipeline for critical and recurring roles
• Partner with hiring managers to define role requirements, set timelines, and ensure quality-of-hire.
• Track and report recruitment metrics; TAT, source mix, offer‑to‑join ratio, and cost‑per‑hire

Employer Branding

• Support initiatives that strengthen the organization's presence as an employer of choice.
• Coordinate with relevant teams on job content, LinkedIn presence, and outreach campaigns.

Organizational Development

• Plan and execute employee engagement activities, internal events, and recognition programs.
• Coordinate training and development programs aligned with organizational and individual needs.
• Conduct regular site visits to engage with employees, surface concerns, and support ground‑level HR implementation

Reporting & Analytics

• Prepare and maintain dashboards covering hiring, training, engagement, and events.
• Present data‑driven insights into HR leadership on a regular cadence

Compensation & Benefits (Added Dimension)

• Support C&B processes including salary benchmarking, increment analysis, and payroll coordination where required.
• Prior C&B experience is a strong plus; this dimension may expand over time.