Director People & Culture - Oxiliry

Oxiliry; Pakistan; On-site; PKR 900,000 - 1,300,000; Full time

Job summary

Oxiliry is seeking a Director of People & Culture to lead the company’s human capital strategy across four Pakistan locations. You will guide organizational design, employee lifecycle management, and culture-building to deliver a high-performance, people-centric organization with scalable processes and strong leadership development.

You will partner with executive leadership to align workforce planning, recruitment, learning, and total rewards with business objectives while ensuring compliance

Qualifications

• Master's degree in Human Resources, MBA, or a related field.
• 12–15 years of progressive HR experience, with at least 5 years in a senior leadership role.
• Experience managing HR functions for organizations with 500+ employees.
• Preferred experience with IT, BPO, Tech Services, or large-scale multi-location US-based service organizations with 500+ employees.
• Advanced proficiency in HR analytics, workforce planning, and managing large-scale performance appraisal frameworks.
• Demonstrated success in culture transformation, leadership development, and organizational growth initiatives.

Responsibilities

• Lead the People & Culture strategy across four locations in Pakistan.
• Oversee end-to-end HR operations and employee lifecycle management.
• Drive DEI initiatives and build a strong employer brand.
• Develop leadership development, succession planning, and capability-building programs.
• Standardize HR policies and ensure compliance with local and US labor laws.
• Monitor HR governance, KPIs, and service standards across all functions.
• Drive HRIS implementation and automation across the organization.

Skills

Strategic leadership

HR analytics

Change management

People management

Stakeholder management

Talent development

Education

Master's degree in HR or MBA

SHRM/CIPD/HRCI certifications

Tools

HRIS systems

Payroll systems

Job description

Timings: 3:00 PM – 12:00 AM (PST)

Job Type: Full-Time

Purpose

As the Director of People & Culture, the role serves as the chief architect of the organization’s human capital strategy across all four locations in Pakistan. Managing a workforce of over 700+ employees, this position oversees the entire employee lifecycle, spearheads organizational design, drives diversity and inclusion initiatives, and builds a unified company culture that transcends regional boundaries.

The role is responsible for building a high-performance, people-centric culture while ensuring organizational effectiveness, employee engagement, compliance, leadership development, and workforce scalability. It serves as a trusted advisor to the executive leadership team, ensuring that the people strategy directly accelerates business goals.

Oxiliry is a trusted business process outsourcing partner, providing quality resources and delivering scalable, efficient, and innovative solutions to empower businesses globally. Committed to excellence, we streamline operations to drive profitability, foster sustainable growth, and build lasting partnerships for success.

Key Responsibilities

Strategic Leadership & Organizational Alignment

• Develop and execute the company’s People & Culture strategy aligned with business objectives.
• Partner with executive leadership to drive organizational growth, workforce planning, and culture transformation initiatives.
• Lead change management initiatives and support organizational restructuring or expansion efforts.
• Build a strong employer brand and employee value proposition.
• Act as a trusted advisor to leadership on people-related matters, organizational challenges, and workforce planning.
• Standardize HR policies across all Pakistan locations while maintaining the flexibility required for regional compliance and local operational needs.
• Partner with Operations, Account Management, and Finance on workforce planning, headcount forecasting, and client compliance requirements.

HR Operations & People Services

• Oversee end-to-end HR operations and employee lifecycle management.
• Ensure HR policies, processes, and practices are scalable, compliant, and aligned with labor laws and organizational standards.
• Drive operational excellence across attendance, employee records, contracts, payroll coordination, compliance, and employee relations.
• Establish HR governance, SOPs, KPIs, and service standards across all functions.
• Monitor and improve employee experience and HR service delivery.

Talent Acquisition

• Guide the Talent Acquisition team to build robust pipelines for high-volume recruitment as well as niche leadership roles and critical business functions.
• Champion diversity, equity, and inclusion (DEI) initiatives, actively building recruitment drives and internal frameworks that support minorities, disabled individuals, and diverse talent pools.
• Develop strategic hiring plans based on business forecasts and workforce requirements.
• Improve recruitment processes, employer branding, candidate experience, and onboarding practices.
• Ensure recruitment metrics and hiring quality standards are consistently achieved.

Learning & Development

• Develop and implement a company-wide learning and development strategy.
• Establish leadership development, succession planning, and capability-building programs.
• Identify skill gaps and training needs across departments.
• Promote a culture of continuous learning, coaching, and professional growth.
• Monitor the effectiveness of training programs through measurable outcomes and performance impact.

Culture & Employee Engagement

• Define and operationalize the company culture through values activation, engagement rhythms, onboarding, and internal communications that make culture meaningful and actionable.
• Drive initiatives that strengthen employee engagement, inclusion, collaboration, and organizational culture.
• Lead employee wellness, recognition, and engagement programs.
• Foster transparent communication and positive employee relations across all levels.
• Handle escalated employee concerns, conflict resolution, and disciplinary matters professionally and confidentially.
• Champion company values and ensure cultural alignment across locations.
• Drive the digital transformation of internal HR operations, overseeing the implementation and optimization of automated HRIS portals.

Performance & Organizational Development

• Oversee the annual performance appraisal, promotion, and merit increment cycles, ensuring a transparent, data-driven, and equitable process.
• Design and implement KPI frameworks and evaluation metrics to accurately track and reward high performance.
• Evaluate and optimize the company’s total rewards strategy, including compensation, benefits, wellness, and medical claim systems, to remain competitive in the market.
• Support managers in building high-performing teams and improving employee productivity.
• Develop succession planning and talent management frameworks.
• Use HR analytics and people data to drive strategic decision-making.
• Introduce the latest HR systems, automation, and process improvements where required.

Qualifications – Must Have

• Master’s degree in Human Resources, MBA, or a related field. Relevant professional certifications such as SHRM, CIPD, or HRCI are highly advantageous.
• 12–15 years of progressive HR experience, with at least 5 years in a senior leadership role.
• Experience managing HR functions for organizations with 500+ employees.
• Preferred experience with IT, BPO, Tech Services, or large-scale multi-location US-based service organizations with 500+ employees.
• Advanced proficiency in HR analytics, workforce planning, and managing large-scale performance appraisal frameworks.
• Exceptional conflict resolution, communication, and interpersonal skills.
• Demonstrated experience in managing change, corporate restructuring, or brand transitions.
• Strong understanding of Pakistani and US labor laws and HR best practices.
• Demonstrated success in culture transformation, leadership development, and organizational growth initiatives.

Qualifications – Preferred

• Experience in designing and implementing organization-wide People & Culture strategies in a high-growth or large-scale organization.
• Experience working in IT, BPO, Tech Services, or other multi-location service-based organizations.
• Experience managing HR functions across multiple locations and diverse employee populations.
• Professional certification in HR such as SHRM-SCP, SHRM-CP, CIPD, or HRCI.
• Strong experience with HRIS implementation, HR automation, and people analytics.
• Experience in organizational design, culture transformation, succession planning, and leadership development.
• Exposure to compensation and benefits strategy, employee wellness programs, and total rewards frameworks.

Soft Skills

• Exceptional leadership, communication, and interpersonal skills.
• Strong strategic thinking, business acumen, and decision-making ability.
• Excellent conflict resolution, negotiation, and stakeholder management skills.
• Strong change management and organizational transformation mindset.
• Data-driven, analytical, and results-oriented approach.
• Highly collaborative, proactive, and people-centric.
• Ability to influence and advise senior leadership effectively.
• Strong confidentiality, integrity, and professional judgment.