Head of People & Operations (Hr Manager)

**About Chughtaiz** Chughtaiz is Pakistan's leading luxury home brand. Over fourteen years we have built our reputation through custom kitchens, wardrobes, vanities, and doors crafted for the country's most discerning homeowners, architects, and developers. We are also the authorized distributor for Kohler, Cosentino, Miele, and AEG. We are 150 people. We have a flagship showroom on Main Boulevard in Lahore and our own manufacturing facility. Over the next 24 months, we will expand operations into Dubai and continue building toward our long\-term ambition of becoming the first Pakistani luxury home brand to compete on a global stage. **To get there, we need to evolve from a founder\-led organization into a professionally managed one. This role is at the center of that evolution.** **Why This Role Exists** Today, our founders are still operationally involved in too much of the business. Recruitment runs through them. Approvals run through them. Operational issues escalate to them. This worked when we were 30 people. It does not work at 150, and it will collapse at 300\. We need a senior operator who will own the people and operations function in a way that allows the founders to step back from execution and into review. That means building dashboards, not putting out fires. That means designing systems that survive when individuals leave. That means making Odoo a true operating backbone, not a database that nobody updates. *This role is the foundation of how Chughtaiz scales over the next three years.* **Reporting Structure** • Reports to: Director Operations. • Coordinates with: Director Business Development on hiring priorities for sales, marketing, and design roles. • Functional partnerships: Finance (payroll), IT (Odoo), Production (factory HR coordination).   **What You'll Own** **Recruitment \& Talent Acquisition** •  **Run end\-to\-end hiring for the office, showroom, and corporate functions.** Sourcing, screening, scheduling, reference checks, offer negotiation, paperwork. •  **Set and meet recruitment SLAs:** long list within 7 days, short list within 14 days, panel interviews within 21 days, offer out within 28 days for standard roles. •  **Build and maintain a candidate pipeline** for our most\-hired roles (sales, design, project management) so we are not starting from zero each time a position opens. •  **Run reference checks rigorously.** Two former managers, one former direct report or peer, structured questions. We have hired without doing this properly. We will not do that again. •  **Coordinate hiring with department heads** but own the process — JDs, scheduling, candidate experience, offer flow. **HR Operations** •  **Employee lifecycle management:** onboarding, contracts, employee records, role changes, promotions, transfers, exits. •  **Payroll inputs:** attendance, leave, overtime, deductions — accurate and on time, every cycle. You don't run payroll, but Finance cannot run it without your inputs. •  **Leave and attendance management** through Odoo, with clear approval workflows and exception reporting. •  **Onboarding programs** for every new hire — a structured first 30 days that does not depend on the founder personally welcoming them. •  **Exits and offboarding** handled with discipline, dignity, and proper documentation. Exit interviews captured and patterns reported quarterly. •  **Compliance:** EOBI, social security, labor law obligations, contracts, and statutory filings. **Systems \& Odoo Ownership** •  **Drive Odoo adoption across HR, recruitment, and approvals.** We have the software. What we lack is discipline. Your job is to make Odoo the source of truth — not WhatsApp, not Excel, not someone's laptop. •  **Build and maintain workflows in Odoo** for leave approvals, hiring approvals, expense approvals, and onboarding checklists. •  **Centralize employee records, contracts, and documents** into one system that any leadership member can pull from in 60 seconds. •  **Use AI tools (Claude, ChatGPT) for drafting, screening, and reporting** as a working part of the role — not as an experiment. **Performance \& People Development** •  **Implement a quarterly objectives and monthly check\-in cadence** across the office and corporate teams. •  **Coordinate annual performance reviews** with department heads. •  **Build a salary band structure** so that hiring, promotions, and raises follow a logic instead of being negotiated case by case. •  **Design and run onboarding plans** that get new hires productive in 30 days, not 90\. •  **Track and report on retention, attrition, time\-to\-hire, and onboarding completion** as standing metrics. **Reporting \& Leadership Engagement** •  **A one\-page People \& Operations dashboard,** delivered to the leadership team every Monday by 10am. Same format, every week. Headcount, open roles, recent hires, attrition, key risks. •  **A monthly written report** covering hires made, hires pending, attrition, employee issues, and operational wins/losses. •  **A quarterly people review** with the founders — patterns, risks, organizational gaps, recommendations. •  **Sit in the Monday leadership meeting** as the operational voice for people and process.   **Who We're Looking For** **Required** •  **5 to 8 years of experience** in HR, People Operations, or a hybrid Ops/HR role within a fast\-moving, execution\-focused company. Manufacturing, hospitality, retail, FMCG, or a well\-run services business. •  **End\-to\-end recruitment experience.** You have personally hired at least 30 people in your career. You can talk us through your sourcing channels, screening process, and reference\-check methodology. •  **Systems\-first mindset.** You believe HR is a process, not a personality. You have implemented at least one HR system or driven significant adoption of an existing one. •  **Comfort with Odoo or equivalent ERP/HRIS.** If you don't know Odoo specifically, you have used SAP SuccessFactors, BambooHR, Workday, or similar — and you can pick up Odoo in 30 days. •  **Strong written communication** in both English and Urdu. JDs, offer letters, internal memos, employee communications. We will test this. •  **Reliability and emotional maturity.** We mean this literally. Operational continuity is a core deliverable of this role. We need someone whose work doesn't pause when life gets hard. •  **AI\-fluent or AI\-curious.** You use Claude, ChatGPT, or similar tools at work today, or you are visibly excited about doing so. **Strongly preferred** • Experience working in a family\-owned or sibling\-led business — you understand the dynamics. • Exposure to multi\-location operations (factory \+ office, or multi\-city) — we have both. • Experience supporting an international expansion. Dubai operations are on our 24\-month roadmap. • Background in luxury, hospitality, design, or premium consumer brands — you understand the standard the brand is held to. **What disqualifies you** •  **Pure policy and compliance background.** If your strongest experience is writing handbooks and running annual surveys, this is not your role. •  **Founder\-dependent operating style.** If you escalate everything to leadership and wait for direction, you will fail here within 90 days. •  **A pattern of short tenures.** More than two roles under 18 months in the last five years tells us something. We will ask about it. •  **Discomfort with technology.** If Excel still feels like a stretch, this is not your role. •  **Anyone who calls themselves a "people person" as their primary qualification.** We need a builder, not a host.   **What Success Looks Like** Concrete, measurable, and time\-bound. Below is what we expect by month twelve. **Timeline** **Outcome** **Month 1** All employee records audited and centralized in Odoo. Open hiring requisitions documented and prioritized. Weekly dashboard live. You can answer any operational question without escalation. **Month 3** Recruitment SLAs being met for all standard roles. Onboarding program designed and running for new hires. Odoo HR module fully adopted by office staff. First quarterly people review delivered. **Month 6** Salary band structure implemented. Performance review cadence running. First HR Coordinator hired and onboarded under you. Founder involvement in day\-to\-day HR reduced to weekly review only. **Month 12** People function operating largely independently. Time\-to\-hire below 30 days for standard roles. Attrition tracked, reported, and improving. Odoo adoption above 90% across office and corporate functions. Dubai expansion HR planning underway. You are now indispensable to leadership.   **Compensation \& What We Offer** •  **Base salary:** PKR 150,000 to 300,000 per month, depending on experience and demonstrated capability. We will pay top of market for the right person. •  **Health insurance,** executive plan, including dependents. •  **Annual leave** per company law. •  **Direct exposure to leadership** and a real seat in strategic conversations about how the company evolves. •  **Real growth path:** as the company scales past 200 and into Dubai, this role grows into Director\-level scope. We promote internally before we hire externally for senior roles. •  **A leadership team that takes operational excellence seriously,** and that will give you the authority and trust to actually own this function.