Human Resources Manager

About the Role

The Human Resources Manager will lead all HR functions to ensure the organization attracts, nurtures, and retains talented employees while adhering to labor laws and internal policies. This role is critical in fostering a positive organizational culture, enhancing employee engagement, and driving HR initiatives aligned with business goals.

Key Responsibilities

• Develop and implement effective recruitment plans to attract suitable candidates.
• Manage the entire hiring cycle, including sourcing, interviewing, selecting, and onboarding new employees.
• Collaborate with department leaders to determine staffing needs.
• Create a positive workplace environment and resolve employee issues, including disciplinary procedures and grievance handling.
• Promote programs that encourage employee engagement and retention.
• Design and oversee performance evaluation systems, assisting managers with setting objectives and development plans.
• Monitor staff performance and suggest methods for improvement.
• Identify training requirements and facilitate employee development programs, including leadership growth and succession planning.
• Evaluate the impact of training initiatives.
• Manage salary structures, benefits, and incentive schemes with regular market comparisons to maintain competitiveness.
• Coordinate payroll support and manage benefits administration.
• Ensure organizational compliance with labor legislation and company policies.
• Maintain accurate and up-to-date employee records and HR documentation.
• Develop and review HR policies, procedures, and staff handbooks.
• Prepare workforce analytics and HR reporting.
• Align HR strategy with company objectives and assist with change management and organizational development.
• Champion diversity, equity, inclusion, and employee wellness programs.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related discipline.
• Advanced qualifications such as a Master's degree or HR certifications (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) are beneficial.
• Five to eight years of progressive HR experience, with a minimum of two years in a leadership capacity.

Skills and Competencies

• Comprehensive understanding of employment laws and HR best practices.
• Exceptional leadership, communication, and interpersonal skills.
• Strong abilities in conflict resolution and problem-solving.
• Proficiency with HRIS systems and Microsoft Office tools.
• Capacity to maintain confidentiality and exercise sound judgment.
• Excellent organizational and time management capabilities.

Performance Indicators

• Efficiency in filling open positions.
• Employee retention and turnover statistics.
• Scores reflecting employee engagement.
• Completion rates and impact assessments of training programs.
• Timeliness and quality of performance appraisals.
• Compliance standing and audit outcomes.
• Employee satisfaction and grievance resolution performance measures.

Working Conditions

• This is a full-time role based on standard office hours, with occasional extended hours during recruitment drives or HR projects.
• Role may require travel between company sites when necessary.