Chief People Officer (CPO / Head of HR)

This is the role charter for TechAbout's Chief People Officer (CPO / Head of HR). It describes what the role owns, decides, and is accountable for. It is written for every employee and leader who wants to understand how we hire, grow, and care for our people — and how we stay a fair, compliant employer.

Mandate

The Chief People Officer exists to build a great team and a healthy culture, and to keep TechAbout compliant and fair as an employer. The role owns the full employee journey — from the first candidate conversation to a graceful exit — and makes sure that as the company scales, its values, its people practices, and its legal obligations scale with it. In short: get the right people in, help them do their best work, treat them well, and keep our records and process honest.

Core Responsibilities

• Hiring and onboarding — own the recruiting pipeline end to end (the ATS in ERPNext, careers@techabout.com, job descriptions, interview loops) and design an onboarding that gets new joiners productive and welcome quickly. See Employment Practices & Placements.
• HR operations and employment compliance — maintain accurate employee records in HRMS, manage contracts, leave, and the employment lifecycle, and keep the company aligned with applicable Pakistani labour and workplace law.
• Compensation and benefits — own the pay and benefits framework jointly with the CFO, so that reward is fair, competitive for the roles we hire, and sustainable for the business. See Compensation & Benefits.
• Performance and growth — run the appraisal cycle and help managers set clear expectations and give honest feedback. See Performance Appraisal.
• Learning and development — sponsor how people build skills over time. See Learning & Development.
• Culture and values — protect and evolve how it feels to work here, and make sure our values show up in real decisions, not just on a wall. See Code of Conduct.
• Employee relations — handle grievances, conflicts, and sensitive matters fairly and confidentially. Harassment complaints are handled under the framework contemplated by Pakistan's Protection Against Harassment of Women at the Workplace Act 2010, with specifics subject to review by qualified local counsel and current law. See Grievance & Complaint Escalation.
• Handbook ownership — own this employee handbook and its policies, keep them current, and retire anything that no longer serves people well.

Decision Rights

The CPO owns and approves people policy, the hiring plan and offers within budget, the appraisal calendar and format, and how employee-relations cases are handled. Pay bands and total compensation spend are set jointly with the CFO and approved at the CEO/board level. Anything with material legal exposure — a dismissal for cause, a formal harassment finding, or a change touching statutory obligations — is escalated for review by qualified local counsel and, where relevant, the CEO.

How Success Is Measured

• Time-to-hire and the quality of hires who pass probation and stay.
• Retention of the people we want to keep, and healthy, non-surprising exits.
• Engagement — how people rate working here, gathered honestly rather than for show.
• Compliance — no avoidable lapses in employment records, statutory duties, or fair process.

Who They Work With

The CPO works closely with the CEO on culture and headcount, the CFO on payroll and reward, every team lead on hiring and performance, and the security/IT function on access, onboarding, and offboarding. Externally, the role engages qualified local counsel on employment matters.

Boundaries

The CPO does not set individual salaries unilaterally outside the agreed framework, does not decide product or client strategy, does not act as legal counsel, and does not override a fair process to reach a faster answer. People decisions that affect someone's livelihood are made carefully, with due process and confidentiality.

While the team is small, one person may currently hold this role alongside another. The charter still describes the role in full so that responsibilities stay clear as we grow.

Questions? Contact hr@techabout.com.