Executive Director – People & Culture

Purpose of the Position The Executive Director – People & Culture shall provide strategic leadership for the Authority's human capital and organizational development agenda by developing and implementing people strategies that support the Authority's mandate under the Pakistan Digital Authority Act and the Digital Nation Pakistan framework. The incumbent shall lead the development of a high-performing, agile, inclusive, and values-driven organization by overseeing workforce strategy, talent management, organizational effectiveness, leadership development, employee engagement, and human resource governance. The Executive Director shall serve as the principal advisor to the Director General/Chief Executive Officer on strategic human capital matters and ensure that people management practices align with the Authority's long-term institutional objectives, governance standards, and regulatory requirements. Key Responsibilities Strategic Leadership • Develop and lead the implementation of the Authority's People & Culture Strategy aligned with its corporate strategy, statutory mandate, and institutional priorities. • Advise the Director General/Chief Executive Officer and senior management on strategic workforce planning, organizational design, succession planning, and organizational transformation. • Establish long-term people strategies that support innovation, institutional excellence, and sustainable organizational growth. • Drive initiatives that strengthen organizational capability, leadership capacity, and employee performance across the Authority. Organizational Development • Lead organization-wide initiatives relating to organizational design, restructuring, change management, and institutional development. • Develop frameworks that promote a high-performance culture, accountability, collaboration, and continuous improvement. • Oversee the development and implementation of competency frameworks, career pathways, and succession planning mechanisms. • Promote organizational learning through leadership development, capability-building, and professional development programmes. Human Capital Management • Provide strategic oversight of recruitment, talent acquisition, onboarding, performance management, compensation, employee engagement, learning and development, and employee relations. • Ensure the Authority attracts, develops, and retains a highly competent workforce capable of delivering its strategic objectives. • Oversee the implementation of merit-based recruitment and promotion systems consistent with public sector governance principles. • Guide the development of modern HR policies and people practices that support workforce productivity and employee well-being. Governance, Compliance & Risk Management • Establish and oversee the Authority's human resource governance framework, ensuring compliance with applicable laws, regulations, government policies, and internal governance requirements. • Ensure transparent, fair, and accountable HR processes across all stages of the employee lifecycle. • Oversee HR risk management, workforce analytics, succession risks, and organizational capability assessments. • Present strategic HR reports, workforce insights, and recommendations to senior management and the Board, where required. Culture & Employee Experience • Champion an inclusive, ethical, and values-based organizational culture aligned with the Authority's vision and public service mandate. • Lead employee engagement initiatives that enhance organizational commitment, collaboration, diversity, inclusion, and employee well-being. • Foster an environment that encourages innovation, continuous learning, knowledge sharing, and high ethical standards. • Promote effective communication and constructive employee-management relations across the Authority. Stakeholder Management • Build collaborative relationships with government ministries, regulatory bodies, public sector organizations, development partners, academic institutions, and other relevant stakeholders on matters relating to human capital development. • Represent the Authority on strategic HR, organizational development, and workforce transformation initiatives at national and international forums, as required. • Support organizational reforms and cross-functional initiatives through effective stakeholder engagement and strategic advisory services. Education • Minimum Bachelor’s degree in Human Resource Management, Business Administration, Public Administration, Organizational Development, Organizational Psychology, Management Sciences, or a related discipline from an HEC-recognized institution. • Professional certifications such as SHRM-SCP, SPHR, CIPD Level 7, CHRP, or equivalent shall be preferred. Experience • Minimum 12 years of progressively responsible professional experience in human resource management, organizational development, workforce strategy, or people leadership. • Demonstrated experience in leading organizational transformation, workforce planning, talent management, performance management, and institutional development initiatives. • Experience in developing HR strategies, governance frameworks, and organizational policies within the public sector, regulatory authorities, international organizations, or large complex organizations will be preferred. • Proven experience in advising senior executives and leading multidisciplinary teams. Key Competencies • Strategic human capital leadership • Organizational transformation and change management • Workforce planning and talent strategy • Organizational design and institutional development • HR governance and regulatory compliance • Executive leadership and decision-making • Policy development and implementation • Stakeholder engagement and relationship management • Performance management and organizational effectiveness • Leadership development and succession planning