HUMAN RESOURCES MANAGER

1. JOB PURPOSE

To lead and manage the full spectrum of Human Resources functions, including talent acquisition, employee relations, performance management, compensation & benefits, learning & development, and HR compliance.
The HR Manager aligns people strategies with business goals, fosters a positive organizational culture, and ensures adherence to labor laws and company policies.

2. KEY RESPONSIBILITIES

Strategic HR Management

• Develop and implement HR strategies, policies, and procedures aligned with corporate objectives.
• Partner with senior leadership to forecast workforce planning, succession planning, and talent needs.
• Act as a change agent for organizational development, restructuring, or cultural transformation initiatives.
• Lead HR analytics and reporting (headcount, turnover, time-to-hire, training ROI) to support data-driven decisions.

Talent Acquisition & Onboarding

• Manage end-to-end recruitment for all levels (from entry-level to senior management).
• Develop cost-effective sourcing strategies (job portals, agencies, referrals, campus hiring).
• Conduct competency-based interviews and coordinate assessments.
• Oversee a structured onboarding program to enhance new hire engagement and retention.

Employee Relations & Engagement

• Serve as the primary point of contact for employee grievances, disciplinary actions, and conflict resolution.
• Promote a positive, inclusive, and respectful workplace culture.
• Conduct employee engagement surveys, analyze results, and implement action plans.
• Manage internal communications related to HR policies, events, and updates.

Performance Management

• Lead the annual performance cycle (goal setting, mid-year reviews, final appraisals).
• Train managers on effective feedback, coaching, and performance improvement plans (PIPs).
• Link performance outcomes to merit increases, bonuses, and promotions.

Compensation & Benefits (C&B)

• Manage monthly payroll processing in coordination with finance/payroll vendor.
• Benchmark compensation against market data to ensure internal equity and external competitiveness.
• Administer employee benefits (health insurance, leave policies, retirement plans, allowances).
• Conduct annual salary reviews and bonus distribution.

Learning & Development (L&D)

• Identify training needs through skills gap analysis and performance reviews.
• Coordinate internal/external training programs (technical, soft skills, compliance, leadership).
• Track training effectiveness and maintain individual development plans (IDPs).

HR Compliance & Policies

• Ensure full compliance with local labor laws, tax regulations, and statutory reporting.
• Manage employee records, contracts, and personnel files (physical or digital) in line with data privacy regulations (e.g., GDPR, local privacy acts).
• Handle visa, work permit, and immigration processes if applicable.

HR Operations & Systems

• Optimize HRIS (Human Resources Information System) for automation of leave, attendance, and employee data.
• Prepare and submit government-mandated reports (labor statistics, equal opportunity, etc.).
• Manage offboarding, exit interviews, and final settlements.