HUMAN RESOURCE OFFICER: 1.

PURPOSE OF THE POSITION:

The Human Resource Officer is responsible for providing support in the various human resource functions, which [include recruitment, staffing, training and development, performance monitoring and employee counseling.

2. SCOPE:
The Human Resource Officer provides advice and assistance to supervisors and staff. This may include information on training needs and opportunities, job descriptions, performance reviews and personnel policies of the Council. The position coordinates the staff recruitment process .The Human Resource Officer provides advice and support to supervisors and staff selection committees and ensures that they have accurate and timely information in order to make effective decisions. Failure to provide adequate advice or assistance may result in lost opportunities for staff development, poor staff morale, financial loss to staffs for residents and a loss of credibility for the Chief and Council.

JOB CONTENTS:
3. RESPONSIBILITIES:
1. Provide support to supervisors and staff to develop the skills and capabilities of staff. Main Activities: Ensure that accurate job descriptions are in place Provide advice and assistance with writing job descriptions Provide advice and assistance when conducting staff performance evaluations Identify training and development opportunities Organize staff training sessions, workshops and activities Process employee requests for outside training while complying with policies and procedures Provide basic counseling to staff who has performance related obstacles Provide advice and assistance in developing human resource plans Provide staff orientations Access funding for training and write proposals.

2. Monitor staff performance and attendance activities: Main Activities: Monitor daily attendance. Investigate and understand causes for staff absences.

Recommend solutions to resolve chronic attendance difficulties. Provide basic counseling to staff that have performance related obstacles. Provide advice and recommendations on disciplinary actions. Monitor scheduled absences such as holidays or travel and coordinate actions to ensure the staff absence has been adequately covered off to ensure continuity of services. Inform affected staff or residents of unexpected absences from work and coordinate actions ensuring the continuity of services such as cancellation of events and locating keys.

3. Coordinate staff recruitment and selection process in order to ensure a timely organized and comprehensive procedure is used to hire staff. Main Activities: Provide advice and assistance to supervisors on staff recruitment Prepare notices and advertisements for vacant staff positions. Schedule and organize interviews Participate in applicant interviews Conduct reference checks on possible candidates Prepare, develop and implement procedures and policies on staff recruitment Inform unsuccessful applicants Conduct exit interviews

4. Provide information and assistance to staff, supervisors and Council on human resource and work related issues. Main Activities: Develop and implement a human resources plan and personnel management policies and procedures Promote workplace safety. Provide advice and assistance to staff and management on pay and benefits systems Research and monitor human resource systems in other organizations within thecommunity. Explain and provisions of the personnel policy. Explain employment standards and legislation such as workers compensation, labourstandards and Fair Practice Act. Organize the transitional provisions of employee compensation, pay and benefits when positions are transferred or new positions are funded through contribution agreements and other special funding arrangements. Arrange for the repairs of computers and other office equipment and assist with organizing staff to carry out work due periods of equipment shutdowns. Attend Council meetings to provide information, when necessary.

5. Perform other related duties as required.

4. KNOWLEDGE, SKILLS AND ABILITIES:

(The knowledge, skills and attitudes required for satisfactory job performance) Knowledge: The incumbent must have proficient knowledge in the following areas: Skills: The incumbent must demonstrate the following skills: supervisory skills team building skills problem solving skills basic counseling skills negotiations skills effective verbal and listening communications skills computer skills including the ability to operate spreadsheets and wordprocessing programs at a highly proficient level effective written communications skills including the ability to prepare reports, proposals , policies and procedures effective public relations and public speaking skills research and program development skills stress management skills interviewing skills time management skills human resources management job descriptions performance review methods and techniques staff training, development andrecognition delegation mentoring and coaching an understanding of relevant legislation, policies and procedures an understanding of the northern cultural and political environment an understanding of the roles and responsibilities of First Nations Councils an understanding of land claims and self-government

Personal Attributes: The incumbent must maintain confidentiality, use sound judgment and perform independently while performing the duties of the human resource officer. The incumbent must also demonstrate the following personal attributes: maintain standards of conduct be respectful possess cultural and political awareness and sensitivity be flexible demonstrate sound work ethics be consistent and fair

The Human Resource Officer would normally attain the required knowledge, skills and abilities through completion of human resource development courses at post-secondary institutions and several years of experience supervising staff. Equivalencies will be considered.

5. WORKING CONDITIONS:
(The unavoidable, externally imposed conditions under which the work must be performed and which create hardship for the incumbent including the frequency and duration of occurrence of physical demands, environmental conditions, demands on ones senses and metal demands.) Physical Demands: (The nature of physical effort leading to physical fatigue) The Human Resource Officer may have to work odd or long hours at a time to complete special requests or projects. The Human Resource Officer may have to spend long hours sitting and using office equipment, computers and attending sessions. Environmental Conditions: (The nature of adverse environmental conditions affecting the incumbent) The band office is a busy facility. The Human Resource Officer will have to serve a number of people and projects at one time, and will be interrupted frequently to meet the needs and requests of staff. The Human resource officer may find the environment to be busy, noisy and will needexcellent organizational and time and stress management skills to complete the required tasks. Sensory Demands: (The nature of demands on the incumbents senses)

Sensory demands can include reading and use of the computer which may cause eyestrain and occasional headaches and the constant noise and activity of a busy office environment. Mental Demands: (Conditions that may lead to mental or emotional fatigue) The Human resource officer will have to manage a number of requests and tasks at one time and must be prepared to deal with emergencies and stressful situations at any time.

6. BENCHMARKING:
The post of Human Resource Officer is benchmarked in Human Resource department because this post has all the basic needs and eligibilities for lean operations as it contains all the key accountabilities, objectives, performance standards and competencies which are required to align the work of HR department with all the other areas of organization.

CHAIRMAN DIRECTOR HR EXECUTIVE PLANNING Group Chief, Human Resource Group Chief, Commercial & Retail Chief, Banking Human resource officer Group Chief, Audit & CRR Chief Risk Officer Corporate & Investment DIRECTOR STRATEGIC DIRECTOR MARKETING DIRECTOR FINANCE CHIEF FINANCIAL OFFICER

Banking, Treasury Group Chief, Operations Group Chief, Special Assets

Management

7. GRADES, CLASSIFICATION OF EMPLOYEES:

The Human Resource Management function and activities are run, administered and supervised by the Human Resource Group (HRG). The Human Resource Group provides constancy, communication and clarity in an organization's continual process of rearticulating the boundaries and interplay of person, role and system. The main objective of HRG is to keep the organizational and shareholders goals aligned with the human capital of the Bank. HRGs role is also to assist managers and the other staff members to clearly understand the organizational objectives and to find avenues to achieve those goals by defining probable conflicts.

Grades:

MG1 MG2 MG3 MG4 MG5 MG6 MG7 MG8 MG9 MG10 MG11 MG12

Classifications:

Top Management Senior Management Middle Management Junior Management Clerical Staff Non-Clerical Staff

MG1 and MG2 MG3 to MG6 MG7 to MG9 MG10 to MG12 No Ranking No Ranking

Aspects of Job Evaluations: Aspects of Job Evaluation Weight age Assumptions

ABL asses the job content and the nature of the job with the help of
Assessment of Job Content 35%

the

Job.

Assessment

of

job

contents are done by the HRG of ABL. ABL asseses the value of the job with the help of the JD & JS that
Assessment of Relative Value 25%

which task is more significant and can contribute more in the

prosperity of the organization.

Pay structure of ABL is not linked External Market Link 15% with external market to that extent because they believe in open book management. Measurement 15% Performance measured. regarding job is

Negotiation

10%

Negotiation is on the value and the worth of the job

This job evaluation table and its evaluation helps the organization do fairly and compensate their employees without any discrimination by making effective and strategic decisions. Board of Directors: 1. Mohammad Naeem Mukhtar (Chairman) 2. Sheikh Mukhtar Ahmed (Director) 3. Muhammad Waseem Mukhtar (Director) 4. Abdul Aziz Khan (Director) 5. Sheikh Jalees Ahmed (Director) 6. Mubashir A. Akhtar (Director) 7. Khalid A. Sherwani (Chief Executive Officer) 8. PervaizIqbal Butt (Director) 9. Muhammad Raffat (Company Secretary)

The Management: 1. Khalid A. Sherwani (Chief Executive Officer) 2. Sheikh Jalees Ahmed (Executive Director, Strategic Planning) 3. Tariq Mahmood (Group Chief, Operations) 4. Zia Ijaz (Group Chief, Commercial & Retail Banking) 5. Muhammad Jawaid Iqbal (Group Chief, Corporate & Investment Banking, Treasury) 6. Fareed Vardag (Group Chief, Audit & CRR) 7. Abdul Hafeez Butt (Group Chief, Compliance) 8. Tahir Hassan Qureshi (Chief Financial Officer) 9. Mohammad Abbas Sheikh (Group Chief, Special Assets Management) 10. Mujahid Ali (Group Chief, Information Technology) 11. Shafique Ahmed Uqaili (Group Chief, Human Resource) 12. Muhammad ShahzadSadiq (Chief Risk Officer) 13. Khawaja Mohammad Almas (Head Core Banking Projects) 14. Muhammad Raffat (Company Secretary)