Head of HR- Engro VOPAK

Date: Sep 11, 2026

Location: Karachi

Company: Engro Vopak Terminal Limited

Job Purpose

(Summarize why this job exists)

Role exist to ensure that the Business/Corporate Plans as set forth by Board of Directors is achieved through a robust HR strategy which ensures highly motivated staff, business driven strategy in a performance driven culture.

Develop HR Strategy for the organization keeping in view the business dynamics, competition and innate strengths and lay-down plans to implement it by creating a working environment based on high ethical and organizational values.

Lead the delivery of HR strategy and standards in consultation with CEO / CPO / BPC.

Develops leadership which is committed & capable to deliver growth agenda and workforce which is motivated to deliver their targets.

Monitor and guide WPS administration strategy for head office, to ensure conducive workplace facility is available for organization and employees optimal productivity within viable cost parameters.

Develop & lead D&I roadmap for Terminal business, to bring about target diversity at various managerial levels.

Manage the CSR portfolio, by leading and sustaining initiatives to bring about social impact in alignment with Engro values.

Support Corp communication function to market and promote business related communication internally and externally.

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)

Responsibility Area

Key Activities Performed

Performance Indicators

Annual Budgets & Stewardship

SWB: PKR 651 Million

Engagement: PKR 15 Million

Admin: PKR 10 Million

CSR: PKR 12.7 Million

Deliver on the Corporate & Business plans for HR [SWB / PE], Admin, & CSR as part of the leadership team of the organization.

Develop and manage annual budgets for the company’s HR, Admin, & CSR portfolios and perform periodic cost and productivity analyses
Stewardship and management of budget with zero growth for Vopak

• Motivation related interventions to ensure performance and excitement for growth

• Right structures and people are in place

• Support CEO / MC in placing right candidates in leadership roles

• Proper communication and transition of the onboard projects and potential reorganizations

Talent Management

Engro attracts and retains key talent from relevant industries through local industry and global partners market through relevant market driven compensation in a performance driven culture to ensure that the brain drain from the Company is minimized especially in the areas of skilled human capital which is not readily available.

• Oversee the administration, analysis and interpretation of both intermediate and full salary surveys to ensure up-to-date compensation alignment

• Develop a standard guideline to manage compensation and ToR aspects of global talent program

• Lead EVTL and EETL BPC / MC in compensation related matters to ensure effective and efficient policy generation

• Direct the implementation of an effective performance appraisal system to ensure comprehensive and effective appraisals and increased clarity in the area of career planning

• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices

• Develop and/or administer special projects in areas such as pay equity, employee engagement, community development, office functioning.

Talent Development

All staff equipped with appropriate leadership competencies to function efficiently and effectively.

Talent Development Program [once approved by ECorp]

• Direct the analysis of current training needs amongst staff based on demonstrated levels of Leadership Competency Model

• Oversee the gap analysis between current and expected LCM parameters in ensure the development of relevant training / development interventions

• Oversee the training intervention implementation to ensure high quality interventions and efficient skill transfer to staff

• Lead feedback analysis to determine effectiveness of training and to serve as a data platform for future training needs analysis

• Identification of C2B talent and engagement with ECorp for their development, grooming them as part of succession planning

• Link learning and development programs to bottom line success

Strategy Planning

Develop Peoples Strategy for the organization keeping in view the new business dynamics, competition and innate strengths and lay-down plans to implement it.

Succession Planning of critical roles of EVTL & EETL

• Develop HR strategy for the Internationalization of the business to ensure availability and provide diverse resource for the delivery of the project.

• Develop Peoples strategy to achieve target for bench strength of key positions: [a] Lead the TRS / Succession Planning exercise with the centrally approved ECORP mechanism [b] Succession planning for critical roles [70% ready now, 50% ready in 1 year].

Payroll & Employee Policies

Manage liase with ECorp for Payroll, Funds, Insurances and other emp benefits.

Direct the implementation of HR policies and procedures to ensure that all such initiatives are practical and simple to ensure staff comprehension and buy-in

• Approve and Oversee the delivery and implementation of all benefit policies to ensure delivery, clarity, buy-in and satisfaction from all stakeholders

• Provides guidance and recommendations on diverse and/or complex issues, and ensures compliance based on accurate interpretation of federal and provincial regulations.

Labor Law Compliance

Ensure Compliance

• Ensure the compliance of labor laws all the time

• Relationship with Labor Directorate

• Keeps informed and up-to-date on changes to labour laws, arbitration decisions and anything else that may affect service provider contracts.

Employee Engagement

Establish and maintain a corporate climate in Engro which promotes productive attitudes and behaviors

Safe guarding employee interests and at the same time ensuring that the organizational goals are met.

• Lead regular internal question and answer forums/engagement to promote a culture of feedback and communication

• CEO town halls for open communication

• Away day / Outbreak / excellence awards / motivational events / recognitions programs

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

• Frequent contact with employees to provide guidance, information, and to facilitate the resolution of issues.

Corporate Social Responsibility

Leverage existing footprints to build positive impact and positioning of Engro at social levels

D&I roadmap and achievement of assigned targets in alignment with Company Management

• Develop and Lead the cost effective and impactful community & environment focused initiatives to promote Engro’s footprint in relevant CSR streams

• provide consultation to Management on donations / sponsorships request from various forums

• Develop and lead initiatives aimed at gender, geographical, and targeted diversity with female ratio at 24% by 2025

Administration

Provision of conducive workplace arrangement for the optimal productivity of Organization and Employees

• Develop Admin strategy to support organization’s cost targets with respect to Office capex & opex

• Develop and Lead potential cost economic initiatives for Office setup without compromising employees workplace feel and experience

• Oversee the availability and functionality of office equipments and required facilities to ensure organization and employees are provided with all tools of trade for optimal productivity

• Oversee the management of admin fleet to ensure adequate availability for business movement

• Liase with ECorp central admin function for synergies in services providers engagement for travel, housekeeping, catering, security, telecommunication, procurement, horticulture, hygiene, HSE, etc vendors

Vendor / Consultant Management

• On all the areas, as and when required, work closely in short-listing appropriate vendors / service providers, provide project specification and manage their output to meet the organization’s needs

• Oversee the engagement of external consultants for employees interventions

Budget Responsibility

(Financial items which this position is accountable for or has a strong impact on. The money amount should be on an annual basis, rounded to nearest thousand, ten thousand, etc. Accountability for revenue and expenditure should be included)

Items		Year
Operating Budget items approved by this position	PKR 651 M	2026
Number of Geographies supported	2	Europe & Asia
Cost of employees under your direction	PKR 14.5 M	Annual TR
Total no. of immediate subordinate positions	3
Number of businesses supported	2
What position makes the ultimate approval for the project and therefore the total budget	BOD	CPO/CEO/BPC
What position approves the actual item by item purchase of the individual items within the overall capital expenditure mentioned above	As per LOAM	CEO

*Number may change based on the business requirements and growth agenda. Please describe any other financial or money amount items that will help to understand the impact of this job.

NOTES: For subordinate positions, please don’t include money amounts which are for the whole department, or for the supervisor / manager position. If this position in fact does not approve budgets, or budget expenditure, or if this position does not have direct sales / revenue targets, then the above items should be blank.

Frameworks, Boundaries and Decision-Making Authority:

(Define the nature of policy/procedure/instruction constraints and the nature of reporting relationships with line manager as well as any relevant sign-off authorities)

Own Decisions (Types of decisions the incumbent can make)

Decide on external consultants for specialized support for HR, & office design related projects
Recommend and develop employee benefits related policies
Recommend and develop employee training, developmental and engagement initiatives
Approve office facility fixtures and M&R affairs
Approve advances to suppliers (unsecured) and fully supported payments as per LOAM
Approve payroll and all employee benefits as per policies
Decide on hiring /termination of HR & Admin staff within approved structure & policies

Types of decisions referred to higher authority or decisions which are controlled by policy

Compensation related affairs i.e., Annual Salary Increments
Approval of Manning for the entire organization
Approval for Office relocation and major renovation
Selection of insurance agencies for life and medical coverage
Recommendations for new or changes in employee policies

The review of the work expected from this position

Quarterly Departmental Stewardship
Monthly Chief People Office’s forum
Quarterly Regional HR Meeting [Asia Middle East region]
Periodic Management Committee [agenda based]

What position(s) gives any further specific (formal) advice or guidance to this position

Chief Executive Officer
Chief People Officer
General Managers
Other Heads of HR and Head of COEs of Engro affiliates

Communication and Working Relationships

(Describe the purpose and nature of the main internal and external contacts, excluding line manager and direct reports, which are necessary to perform the job)

Main internal stakeholders:

*Contact*		*Nature / Reason for Contact*	*Frequency of contact*
	Chairman of the BPC – EVTL/ EETL	As secretary of the Board Peoples Committee Performance management, succession, and development of CEO EVTL / EETL and other Executives of sub Recommendation of Annual Salary Program Share key HR indices and develop long term HR strategy to deliver growth Provide subject matter and support on TRS & executive Development	3/Year
	Chief Executive Officer	Provide subject matter advice on all HR elements of the company and embedding the HR strategy with overall business plan	Formally once/week
	Chief People Officer	As member of the CPO Forum Top talent affairs Key HR policies Synergy opportunities	1/WeeK
	Management Committee	Share the HR strategy Lead the HR policies and people related issues Provide subject matter and support on Employee matters	Twice a month
	Subsidiary HR & CoE Heads	Alignment of HR policies and practices and rotation of resources As a member of cross company CPO forum contributing on policy alignment and updation	1/ week

Main external stakeholders:

Regional Heads of HR at Natherland and Asia Middle East regions
Trainers and Consultants on developing training content
Vopak Communication Department

Key Challenges

(Briefly describe the most difficult and complex aspects, the main challenges of the Job and/or other significant features not covered elsewhere.)

Major Challenges of this job
*Challenges*	*Suggestion*
Management of post optimization plan approved the BOD	Managing work life balance and employee engagement of employees post optimization scenario
Manage a zero growth managing talent retention and employee engagement	Identifying opportunities to save cost Plan for optimal manning Track budget, creating space for valuable employee interventions while keeping the budget on zero growth Retention of female team members at remote location
Development of a lean HR team with sound delivery	Brining about clarity in roles and responsibilities to manage entire function with lean structure and manning Managing Terminal HR support, without having an actual representation at Terminal Team building through engagement in HR strategic planning and outbreaks etc
Set up systems, SOPs, polices and practices in alignment with rest of the group	Bench marking of policies and practices Creation of SOPs for payroll processing, final settlement (mis conduct cases),creation and updation of SAP data base, recruitment manual, updated policy manual.
Introduce and lead diversity related agenda	Own and propagate Harassment and Non Discrimination Policy Introduce diversity related initiatives e.g diversity training etc Create conducive environment for the recruitment of female in our organization

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)

Putting People First: (Celebrates Performance, Drives people development, Mobilizes others) - Adavnced
Entrepreneurial: (Innovation, Value Creation & Decision-Making Skills) -Advanced
Collaboration: (Elevates team performance and health, Brings out the best in a diverse set of people Builds relationships based on trust) -Advanced
Execution: (Plans with foresight, Delivers quality consistently, Resolves problems with creativity and discipline) - Intermediate
Adaptability: (Embraces change, Is effective in different settings, Is resilient) - Advanced

Must-Have Technical / Functional Skills/ Key Knowledge Areas

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

OD & Leadership Development
Advanced skills in IR and negotiations
Understanding Business and financial skills
HSE Understanding
Change management
Project Management Skills
HR functional skills
Design and development of compensation and incentive policies
Excellent interpersonal skills
Strong leadership skills
Ability to motivate employees and create excitement
Strong people orientation
Professional written and verbal communication

Experience & Education (& Technical Qualifications if applicable)

Professional Experience

(Must mention relevant)

Experience of Strategic Human Resource Management and administration in a leadership role
15 + years
3-5 years in leadership role in HR
3-5 yrs in leadership role of functional area

Education & Technical Qualifications*

(List must-haves & preferable)

MBA or Engineering Graduate

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