Manager Human Resources Zubair Feeds Private Limited Rawalpindi 2025 Full Time

Latest Zubair Feeds Private Limited Management Posts Rawalpindi 2025

Manager Human Resources: Job Description and Responsibilities

A Human Resources (HR) Manager plays a critical role in managing the company’s most valuable asset—its people. The HR Manager is responsible for overseeing various functions related to employee well-being, compliance with labor laws, and helping organizations attract, develop, and retain talent. Below is a detailed breakdown of a Manager Human Resource’s job.

Experience

Minimum 10 years in HR Leadership roles with expertise in Talent Management, Policy Development, and HR Operations.

About Zubair Feeds Private Limited

Zubair Feeds (Private) Limited, before now known as SB Feeds, is one of Pakistan‘s largest and fastest-growing (related to chickens, hens, turkeys, etc.) groups. Established in 1977, the company (focuses on doing one thing very well) in manufacturing high-quality animal feeds, especially for (related to chickens, hens, turkeys, etc.) and (cows, bulls, etc.). Their product range includes feeds for layers, people (who help animals have babies), broilers, and (cows, bulls, etc.), all created with top-quality grains, proteins, vitamins, and minerals to secure/make sure of best animal health and performance.

Head Office:

• Address: 30C Satellite Town, Chandni Chowk, Rawalpindi, Punjab, 47311, Pakistan
• Phone: 051-4927313-317, 4927448
• Email: info@zubairfeeds.com

In addition to the head office in Rawalpindi, Zubair Feeds operates (related to a large area) offices in Mardan, Mandi Bahauddin, Peshawar, Mansehra, Talagang, Gujranwala, Sialkot, and Sargodha, providing complete and thorough coverage across Pakistan.zubairfeeds.com

The company is led by CEO and Director Asif Zubair Sadiq, who drives its loyalty to/promise to delivering products that meet worldwide standards and serve/be controlled by (many different kinds of people or things) customer needs.

1. Job Overview

The HR Manager is responsible for securing/making sure of the smooth functioning of all HR processes in an organization. They act as a bridge between workers and management, securing/making sure of a well/pleasing work conditions while sticking to labor laws and company policies.

2. Key Responsibilities

a) Recruitment & Staffing

• Job Description Development: Work with department heads to create accurate and clear job descriptions.
• Recruitment Strategy: Create and put into action efficient hiring practices to draw in eligible applicants.
• Interviewing & Selection: Conduct interviews, screen candidates, and coordinate the hiring process.

b) Employee Onboarding

• Oversee the information meeting and onboarding process for new workers.
• Secure/make sure of all legal documents and internal policies are explained to new hires.
• Help in setting up training schedules for new workers.

c) Employee Relations

• Serve as the first (or most important) point of contact for employee concerns, (stopping arguments/reducing angry feelings)s and arguments.
• Mediate conflicts between employees and management.
• Foster positive employee morale and a healthy working culture.

d) Performance Management

• Implement and oversee performance evaluation systems.
• Advise management on employee performance issues and create improvement plans.
• Encourage professional development and identify opportunities for employee growth.

e) Training and Development

• Identify training needs and design employee development programs.
• Work with department heads to organize in-house or external training sessions.
• Track progress and ensure training goals align with company objectives.

f) Compensation and Benefits

• Develop and manage payment structures, securing/making sure of internal equity and external (wanting to beat others in contests).
• Oversee employee benefits, including as retirement plans, health insurance, and other perks.
• Conduct (money paid for working) reviews and changes/recalculations.

g) Legal Compliance and Policies

Secure/make sure of the organization obeys all federal, state, and local labor laws.
Advise management on (following the law/doing as you’re told) issues such as workplace safety, employee rights, and anti-(unfair treatment based on skin color, age, etc.) laws.
Create and update company policies related to HR functions and secure/make sure of workers are aware of them.

h) Payroll Administration

• Secure/make sure of the organization obeys all federal, state, and local labor laws.
• Advise management on (following the law/doing as you’re told) issues such as workplace safety,                                                                                                        employee rights, and anti-(unfair treatment based on skin color, age, etc.) laws.
• Create and update company policies related to HR functions and secure/make sure of workers are aware of them.

3. Skills and Qualifications

a) Educational Background

usually calls for a bachelor‘s degree in business management, (workers in general/hiring, training, and firing department), or an almost the same control/field of study.
Some companies prefer candidates with a Master‘s degree in HR or an MBA.
Professional certifications like SHRM-CP ((community of people/all good people in the world) for Human useful thing/valuable supply Management) or PHR (Professional in (Hiring, training, and firing department)) are advantage-giving.

b) Employee Onboarding

• Communication: Strong verbal and written communication skills for interacting with workers, management, and external (people who are interested in a project or business).
• Leadership: Ability to manage and lead teams, influence decisions, and (help) develop a group/(working well together) (surrounding conditions).
• Problem-Solving: Ability to face/deal with workplace conflicts, performance issues, and improve HR processes.
• Time Management: Ability to put in order of importance tasks and manage a variety of HR functions (at the same time).
• Legal Knowledge: (state of knowing someone or something well) with labor laws and rules to secure/make sure of (following the law/doing as you’re told).
• Conflict Resolution: Skilled in mediation and resolving workplace arguments effectively.

c) Technical Skills

• HR Software: Skill in HR management software such as SAP, Workday, or Fast-growing plant/woodHR.
• MS Office:Proficiency in Word, Excel, and PowerPoint for (paperwork that proves or supports something), reporting, and presentations.
• Payroll Systems: Knowledge of payroll management systems and payment planning.

4. Key Performance Indicators (KPIs)

To (figure out the worth, amount, or quality of) an HR Manager‘s effectiveness, the following KPIs are usually used:

• Employee Turnover Rate: Watching/supervising the number of workers who leave the company over a particular period.
• Time to Hire: The time taken to fill an open position.
• Employee Satisfaction: Employee feedback on their job satisfaction through surveys and interviews.
• Training and Development: Number of training programs conducted and the success of those programs.
• Compliance Audits: The number of compliance issues identified and resolved.

5. Work Environment

An HR Manager usually works in an office (surrounding conditions), though combination of two things/gas-electric vehicle and remote work arrangements may be available depending on the organization.        The role needs/demands regular interaction with workers at all levels of the company and may involve working in different departments or teams.

6. Salary and Career Growth

• (money paid for working): The (money paid for working) for an HR Manager differs/changes depending on location, company size, and experience but generally ranges from $60,000 to $100,000 every year in the U.S.
• Career Growth: There is significant (possibility of/possible happening of) career (moving ahead or up), with opportunities to become an HR Director, VP of HR, or Chief HR Officer (CHRO) in larger organizations.

7. Challenges

• Managing Employee Conflicts: Traveling safely through and resolving complex between-people issues among staff.
• (following the law/doing as you’re told): Staying updated with constantly changing labor laws and rules.
• Keeping/holding onto/remembering: Securing/making sure of workers are (having a reason to do something) and engaged, leading to higher keeping/holding onto/remembering rates.
• (many different kinds of people or things) and Including in something: Putting into use programs that (help increase/show in a good way) (many different kinds of people or things) and create a more (including everything) work conditions.

8. Conclusion

The HR Manager plays a central role in helping the development of a positive work culture, securing/making sure of legal (following the law/doing as you’re told), and improving (as much as possible) the overall (all the workers in a company or country) performance. With the right mix of between-people, technical, and organizational skills, an HR Manager can significantly add/give to the long-term success of the organization.