Job Description - Senior Manager, Human Resources - $1.2-1.5mil
Stable working environment
Excellent HR:total headcount ratio
About Our Client
This is a well-established organization known for its strong presence and commitment to professionalism and excellence.
Job Description
Reporting to the Head of HR, you will lead a team and be responsible for:
Developing and implementing strategic HR policies and frameworks to align with business goals.
Leading talent acquisition, management, and retention strategies to build a high-performing workforce.
Overseeing compensation and benefits programs to ensure market competitiveness and employee satisfaction.
Driving initiatives for employee engagement, training, and development to enhance organizational culture.
Providing leadership and guidance to the HR team, promoting collaboration and excellence.
Ensuring compliance with labor laws and regulations in all HR practices and policies.
Partnering with senior management to address workforce planning and organizational development needs.
Analyzing HR metrics and trends to provide insights and recommendations for continuous improvement.
The Successful Applicant
The successful candidate will have:
A strong background in human resources management, with a minimum of 15 -20 years of work experience in a leadership capacity.
Proven ability to lead and influence at a senior level within a well established organization with a well developed HR structure and mature HR framework. Open candidates from sizable commercial or financial services organizations or quasi government bodies with a fast paced environment. Companies must be over 500 headcount in size.
Experience in designing and implementing HR strategies that drive organizational success.
Excellent knowledge of employment laws and best practices in human resources.
Strong analytical, problem-solving, and decision-making skills.
Exceptional communication and interpersonal skills to foster relationships at all levels.
Good level of written and spoken English & Chinese is essential.
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