Job Purpose:

The HR Manager is responsible for developing, implementing, and managing human resource strategies, policies, and practices that support the organization’s strategic objectives. This role ensures alignment between business goals and HR initiatives while fostering a productive, legally compliant, and employee-centric workplace culture.

Key Responsibilities:

1. Human Resources Strategy

• Develop and execute the organization’s Human Resources strategy in alignment with the overall corporate strategy.
• Provide strategic input and advice to senior management on HR trends, workforce planning, and organizational development.
• Continuously assess HR initiatives to ensure they contribute effectively to achieving business goals.

2. HR Policies, Procedures & Systems

• Formulate, update, and implement HR policies, procedures, and systems in accordance with organizational objectives, labor laws, and best practices.
• Ensure that HR processes are standardized and consistently applied across all departments and business units.
• Maintain an employee handbook and ensure clear communication of HR policies to all staff.

3. HR Budget & Resource Management

• Prepare, manage, and monitor the annual HR budget to ensure cost-effective HR operations.
• Forecast HR expenditures and report on budget variances and efficiency metrics.

4. Legal Compliance & Employee Relations

• Coordinate with the legal department to handle HR-related legal proceedings, ensuring compliance with local labor laws and regulations.
• Provide guidance on employee relations, grievance handling, disciplinary actions, and conflict resolution.
• Maintain awareness of changes in employment legislation and ensure the organization’s policies remain compliant.

5. Recruitment & Selection

• Develop, implement, and manage an effective recruitment and selection process, covering appointment, induction, confirmation, termination, and resignation procedures.
• Oversee end-to-end recruitment activities to ensure the attraction and retention of qualified talent.
• Build and maintain relationships with external recruitment agencies, universities, and professional associations.

6. Manpower Planning & Succession Management

• Collaborate with department heads and senior management to develop and maintain a comprehensive manpower and succession plan.
• Identify critical roles and develop career progression and succession pipelines to ensure business continuity.
• Conduct workforce analysis and recommend strategies for internal mobility and talent retention.

7. Performance Management

• Develop, implement, and monitor an effective performance management system, ensuring it aligns with organizational strategy and international best practices.
• Train managers and employees on performance evaluation methods and ensure consistent application across all business units.
• Analyze performance data to identify high performers, training needs, and areas for improvement.

8. Learning & Development

• Develop and manage an annual training and development plan aligned with the organization’s vision and objectives.
• Identify competency gaps and coordinate relevant internal and external training programs.
• Measure training effectiveness and continuously improve development initiatives to enhance workforce capabilities.

9. HR Data Management & Reporting

• Maintain accurate HR data and records in the HR information system (HRIS).
• Generate regular HR analytics and reports for management decision-making, covering turnover, recruitment, performance, and training metrics.

1. Culture & Employee Engagement

• Promote a positive, inclusive, and high-performance culture across the organization.
• Design and implement employee engagement initiatives to improve job satisfaction and retention.
• Lead internal communication efforts related to HR programs, organizational changes, and employee welfare        

Education, Experience and Qualifications:

• Bachelor’s degree in Human Resource Management, Business Administration, or related field (Master’s preferred).
• Professional HR certification (CIPD, SHRM, or equivalent) is an advantage.
• Minimum of 10 years of progressive HR management experience, preferably in a multi-company or group environment.
• Strong knowledge of labor laws, HR best practices, and organizational development principles.
• Proven experience in recruitment, performance management, and employee relations.
• Proficiency in HRIS and Microsoft Office Suite.