HR Director

TJL Pharma (Life-Sol) is a Healthcare company based in Kabul Afghanistan , We are dedicated to Manufacture and provide best quality intravenous infusion Solutions which are prepared with precision and accuracy, helping to ensure consistent and predictable treatment of patients across all Afghanistan. The TJL Pharma (Life-Sol) mission is to contribute into the healthcare system of Afghanistan, to provide low cost high quality medicine, to bringing better health and a brighter future to patients by translating science into life-changing medicines, to train local expertise, to create jobs, and to contribute into an Industrial and economic development of Afghanistan.

TJL Pharma (Life-Sol) is a Healthcare company based in Kabul Afghanistan , We are dedicated to Manufacture and provide best quality intravenous infusion Solutions which are prepared with precision and accuracy, helping to ensure consistent and predictable treatment of patients across all Afghanistan. The TJL Pharma (Life-Sol) mission is to contribute into the healthcare system of Afghanistan, to provide low cost high quality medicine, to bringing better health and a brighter future to patients by translating science into life-changing medicines, to train local expertise, to create jobs, and to contribute into an Industrial and economic development of Afghanistan.

Job Summary
The HR Director is responsible for leading and overseeing all Human Resources functions within the organization.  Workforce planning, talent acquisition, employee relations, performance management, training and development, compensation and benefits, organizational development, and compliance with labor laws and company policies are all areas in which this position provides strategic leadership. The HR Director is crucial in developing a high-performance culture that is in line with the mission, vision, and business goals of the company.

Job Summary Job Summary
The HR Director is responsible for leading and overseeing all Human Resources functions within the organization.  Workforce planning, talent acquisition, employee relations, performance management, training and development, compensation and benefits, organizational development, and compliance with labor laws and company policies are all areas in which this position provides strategic leadership. The HR Director is crucial in developing a high-performance culture that is in line with the mission, vision, and business goals of the company.

Key Responsibilities

Key Responsibilities Key Responsibilities

Strategic Leadership

Strategic Leadership Strategic Leadership

• Develop and implement the organization's Human Resources strategy in alignment with business objectives.
• Serve as a strategic advisor to executive management on all HR-related matters.
• Lead workforce planning and organizational development initiatives.
• Drive employee engagement, retention, and succession planning programs.

Develop and implement the organization's Human Resources strategy in alignment with business objectives.

Develop and implement the organization's Human Resources strategy in alignment with business objectives.

Serve as a strategic advisor to executive management on all HR-related matters.

Serve as a strategic advisor to executive management on all HR-related matters.

Lead workforce planning and organizational development initiatives.

Lead workforce planning and organizational development initiatives.

Drive employee engagement, retention, and succession planning programs.

Drive employee engagement, retention, and succession planning programs.

Talent Acquisition and Workforce Planning

Talent Acquisition and Workforce Planning Talent Acquisition and Workforce Planning

• Oversee recruitment and selection activities to attract and retain qualified talent.
• Develop staffing plans based on organizational needs.
• Ensure fair, transparent, and effective hiring practices.

Oversee recruitment and selection activities to attract and retain qualified talent.

Oversee recruitment and selection activities to attract and retain qualified talent.

Develop staffing plans based on organizational needs.

Develop staffing plans based on organizational needs.

Ensure fair, transparent, and effective hiring practices.

Ensure fair, transparent, and effective hiring practices.

Performance Management

Performance Management Performance Management

• Design and manage performance evaluation systems.
• Support managers in setting performance goals and conducting employee appraisals.
• Monitor employee performance and recommend development plans.

Design and manage performance evaluation systems.

Design and manage performance evaluation systems.

Support managers in setting performance goals and conducting employee appraisals.

Support managers in setting performance goals and conducting employee appraisals.

Monitor employee performance and recommend development plans.

Monitor employee performance and recommend development plans.

Training and Development

Training and Development Training and Development

• Establish training and development programs to enhance employee skills and competencies.
• Oversee leadership development and succession planning initiatives.
• Monitor the effectiveness of training programs.

Establish training and development programs to enhance employee skills and competencies.

Establish training and development programs to enhance employee skills and competencies.

Oversee leadership development and succession planning initiatives.

Oversee leadership development and succession planning initiatives.

Monitor the effectiveness of training programs.

Monitor the effectiveness of training programs.

Employee Relations

Employee Relations Employee Relations

• Foster a positive work environment and promote employee well-being.
• Address employee grievances and workplace concerns.
• Ensure effective communication between management and employees.

Foster a positive work environment and promote employee well-being.

Foster a positive work environment and promote employee well-being.

Address employee grievances and workplace concerns.

Address employee grievances and workplace concerns.

Ensure effective communication between management and employees.

Ensure effective communication between management and employees.

Compensation and Benefits

Compensation and Benefits Compensation and Benefits

• Oversee salary structures, benefits programs, and employee rewards systems.
• Ensure compensation practices remain competitive and equitable.
• Conduct salary reviews and workforce compensation analysis.

Oversee salary structures, benefits programs, and employee rewards systems.

Oversee salary structures, benefits programs, and employee rewards systems.

Ensure compensation practices remain competitive and equitable.

Ensure compensation practices remain competitive and equitable.

Conduct salary reviews and workforce compensation analysis.

Conduct salary reviews and workforce compensation analysis.

Policy Development and Compliance

Policy Development and Compliance Policy Development and Compliance

• Develop, review, and update HR policies and procedures.
• Ensure compliance with labor laws, regulatory requirements, and company policies.
• Manage HR audits and maintain personnel records.

Develop, review, and update HR policies and procedures.

Develop, review, and update HR policies and procedures.

Ensure compliance with labor laws, regulatory requirements, and company policies.

Ensure compliance with labor laws, regulatory requirements, and company policies.

Manage HR audits and maintain personnel records.

Manage HR audits and maintain personnel records.

Organizational Culture and Change Management

Organizational Culture and Change Management Organizational Culture and Change Management

• Promote organizational values and ethical standards.
• Lead change management initiatives and support organizational growth.
• Build a culture of accountability, teamwork, diversity, and continuous improvement.

Promote organizational values and ethical standards.

Promote organizational values and ethical standards.

Lead change management initiatives and support organizational growth.

Lead change management initiatives and support organizational growth.

Build a culture of accountability, teamwork, diversity, and continuous improvement.

Build a culture of accountability, teamwork, diversity, and continuous improvement.

• Master's Degree or Bachelor’s in Human Resources Management, Business Administration, Management, or a related field.  With extensive relevant experience, a bachelor's degree may be considered. A minimum of ten years' progressive experience in human resources, including at least five years in senior leadership roles. Experience in pharmaceutical, healthcare, manufacturing, or a highly regulated industry is preferred.
• strong comprehension of employment regulations, labor laws, and HR best practices. Proven experience in talent acquisition, workforce planning, performance management, employee relations, and organizational development.
• Demonstrated leadership skills with the ability to lead, motivate, and develop high-performing teams.
• ability to make decisions, solve problems, and think strategically. Experience in developing and implementing HR policies, procedures, and systems.
• excellent interpersonal, presentation, and communication skills. Ability to maintain confidentiality and handle sensitive information with professionalism and integrity.
• strong skills in project management and organization, as well as the capacity to prioritize multiple tasks. proficiency in Human Resource Information Systems (HRIS) and Microsoft Office applications Excellent English language communication skills, with an advantage in knowing local languages. ability to work efficiently under pressure and meet deadlines set by the organization. steadfast adherence to moral standards, accountability, and ongoing improvement

Master's Degree or Bachelor’s in Human Resources Management, Business Administration, Management, or a related field.  With extensive relevant experience, a bachelor's degree may be considered. A minimum of ten years' progressive experience in human resources, including at least five years in senior leadership roles. Experience in pharmaceutical, healthcare, manufacturing, or a highly regulated industry is preferred.

Master's Degree or Bachelor’s in Human Resources Management, Business Administration, Management, or a related field.  With extensive relevant experience, a bachelor's degree may be considered. A minimum of ten years' progressive experience in human resources, including at least five years in senior leadership roles. Experience in pharmaceutical, healthcare, manufacturing, or a highly regulated industry is preferred.

strong comprehension of employment regulations, labor laws, and HR best practices. Proven experience in talent acquisition, workforce planning, performance management, employee relations, and organizational development.

strong comprehension of employment regulations, labor laws, and HR best practices. Proven experience in talent acquisition, workforce planning, performance management, employee relations, and organizational development.

Demonstrated leadership skills with the ability to lead, motivate, and develop high-performing teams.

Demonstrated leadership skills with the ability to lead, motivate, and develop high-performing teams.

ability to make decisions, solve problems, and think strategically. Experience in developing and implementing HR policies, procedures, and systems.

ability to make decisions, solve problems, and think strategically. Experience in developing and implementing HR policies, procedures, and systems.

excellent interpersonal, presentation, and communication skills. Ability to maintain confidentiality and handle sensitive information with professionalism and integrity.

excellent interpersonal, presentation, and communication skills. Ability to maintain confidentiality and handle sensitive information with professionalism and integrity.

strong skills in project management and organization, as well as the capacity to prioritize multiple tasks. proficiency in Human Resource Information Systems (HRIS) and Microsoft Office applications Excellent English language communication skills, with an advantage in knowing local languages. ability to work efficiently under pressure and meet deadlines set by the organization. steadfast adherence to moral standards, accountability, and ongoing improvement

strong skills in project management and organization, as well as the capacity to prioritize multiple tasks. proficiency in Human Resource Information Systems (HRIS) and Microsoft Office applications Excellent English language communication skills, with an advantage in knowing local languages. ability to work efficiently under pressure and meet deadlines set by the organization. steadfast adherence to moral standards, accountability, and ongoing improvement

Interested candidates are kindly requested to submit their updated CV along with a cover letter to employment@tjlhealthcare.com.
For any inquiries, please contact us at: +93773420409. +93202500500
The application period will end on June 20, 2026. Late or incomplete applications will not be considered.

Interested candidates are kindly requested to submit their updated CV along with a cover letter to employment@tjlhealthcare.com.
For any inquiries, please contact us at: +93773420409. +93202500500
The application period will end on June 20, 2026. Late or incomplete applications will not be considered.