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Final Settlement Supervisor

Date:  Nov 19, 2025
Location: 
Company: 

Position Title:  Final Settlement Supervisor

 

Reports to: Manager Payroll

 

Department: People

 

Category:

 

No. of direct reports (if any):   

Division/Function:    People

 

Benchmark Band:  P6/P7

 

Location: Karachi

 

Division Head : CPO

 

 

  1. Job Purpose         

 

To ensure the seamless, accurate, and timely execution of all employees final settlements across Engro Group companies. The role is responsible for managing the offboarding financial closure process — including full and final payments, benefit reconciliations, and statutory compliance while driving process efficiency, stakeholder alignment, and employee experience excellence.

 

  1. Key Accountabilities & Performance Indicators*

(Maximum 12/14 accountability statements in the form of verb/noun/result area). This section should answer the question “What are the main areas in which this job must get results in order to achieve its Purpose. Check for a link between the items listed and the KPIs of the organization)

 

Description

Performance Indicators

Final Settlement Processing

  • Oversee end-to-end management of final settlements for all separations (resignations, retirements, terminations, etc.). Ensure accurate computation of dues, deductions, leave encashment, bonuses, and benefits in line with company policy and employment terms.
  • 100% accuracy in final settlement calculations (salary, benefits, and deductions).
  • Settlements processed within defined turnaround time (e.g., ≤ 30 working days post-clearance).

Policy & Legal Compliance

  • Ensure that all settlements comply with company policies, local labor laws, tax regulations, and benefits governance. Liaise with Legal and Compliance for policy interpretations or updates as needed.
  • Full adherence to internal HR policies, labor laws, and statutory tax regulations.
  • Zero non-compliance observations in internal or external audits.

System & Data Management

  • Manage data entry, validation, and posting of separation details in SAP HCM / SuccessFactors. Ensure system data reflects accurate employee status and financial information. Support data audits and system reconciliations.
  • Accurate posting and updating of employee records in SAP HCM / SuccessFactors.
    Zero discrepancies between HRIS data and payroll/finance reports.

Stakeholder Coordination

  • Act as the focal point for all final settlement-related coordination with HRBPs, Payroll, Finance, and line managers. Facilitate approvals, clearances, and issue resolution across departments.

 

  • Timely clearance alignment with HRBPs, Payroll, Finance, and line managers.
  • Positive feedback scores from cross-functional partners on service responsiveness.

Process Improvement & Automation

  • Identify pain points and inefficiencies in the settlement process. Propose and implement automation or process enhancement initiatives to improve speed, accuracy, and employee experience.
  • Implementation of at least one process optimization initiative per year.
  • Reduction in manual interventions or process cycle time.

Reporting & Analytics

  • Develop and maintain periodic dashboards and MIS reports capturing settlement volumes, timelines, exception cases, and compliance metrics. Share actionable insights with management.
  • Monthly settlement tracker are shared on time and with zero data errors.
  • Data used to generate insights for management decision-making.

Employee Query Resolution

  • Serve as the first line of support for exiting employees, addressing queries regarding dues, deductions, benefits, and timelines with clarity and empathy. Maintain transparency throughout the process.

 

  • 100% settlement-related queries addressed within service-level timelines.
  • High satisfaction rating in employee exit feedback (if applicable).

must comply and adhere to all company policies and guidelines

 

   

  1. Knowledge, Skills & Abilities, Experience [KSAE] required

(Describe the minimum level of Knowledge, Years of experience and Must-Have Leadership and Technical/Functional skills)

 

Skills / Abilities & Key Knowledge Areas

 

Must-have Leadership Competencies

(Identify min 3 where Advance level is needed)

 

  1. High attention to detail and process accuracy.
  2. Excellent stakeholder management and communication skills.
  3. Strong organizational and time management abilities.
  4. Integrity and confidentiality in handling sensitive data.

Must-Have Technical / Functional Skills

(List max 6; ideally max 4 with Advance level)

 

1. Strong analytical and numerical proficiency.

2. Deep understanding of HR policies, payroll components, and statutory compliance.

 

 

 

Key Knowledge Areas

(List most relevant)

 

  1.  

 

  1. Experience & Education (& Technical Qualifications if applicable) 

 

Professional Experience

(Must mention relevant)

 

Systems: Hands-on experience with SAP HCM / SuccessFactors or similar HRIS systems. 

Education & Technical Qualifications*

(List must-haves & preferable)

 

Education: Bachelor’s degree in business administration, Commerce, or Finance; MBA in HR or equivalent preferred.

 

Experience: 5–7 years of HR Operations or Payroll experience, with at least 2 years in settlement/offboarding management roles.

 

 

* also mention any license, registration, or certification specifically required to achieve the outputs expected from this job

 

 

 

 

 

 

 

 

Character-based leadership is the cornerstone of our value-driven culture at Engro. We aim to create meaningful impact through desired behavior, exceptional service, and a high sense of responsibility

 

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