Summary

• We are seeking an accomplished and strategic Human Resources Manager to lead and optimize our people operations. The ideal candidate will bring 5–7+ years of progressive HR experience, with a proven track record of driving organizational effectiveness, talent development, and employee engagement within fast-paced, multi-stakeholder environments.
• This role is pivotal in shaping our workforce strategy, ensuring regulatory compliance, and fostering a culture of excellence, inclusivity, and continuous improvement.
• As a key partner to leadership, the HR Manager will align human capital initiatives with business objectives, while championing best-in-class HR practices across the employee lifecycle.

Key Responsibilities
Strategic Workforce Planning & Talent Acquisition:

• Design and execute robust talent acquisition strategies to attract, assess, and retain top-tier talent across all levels of the organization.
• Oversee end-to-end recruitment processes, including workforce forecasting, job profiling, sourcing, interviewing, and offer management.
• Develop succession planning frameworks and internal mobility programs to build a sustainable talent pipeline.

Employee Relations & Engagement:

• Serve as a trusted advisor to management and staff on all employee relations matters, ensuring fair, consistent, and legally compliant resolution of workplace issues.
• Drive employee engagement initiatives, including pulse surveys, feedback mechanisms, and recognition programs, to foster a high-performance culture.
• Champion diversity, equity, and inclusion DEI strategies to create an environment where all employees thrive.

Performance Management & Learning Development:

• Lead the design and implementation of performance management systems, including goal-setting, periodic reviews, and performance improvement plans.
• Identify skills gaps and collaborate with departmental heads to develop targeted learning and development programs that enhance organizational capability.
• Mentor and coach line managers on effective people management practices.

Compensation, Benefits & HR Operations:

• Oversee the administration of competitive compensation and benefits packages, ensuring alignment with market trends and internal equity principles.
• Manage HR operations, including payroll coordination, leave administration, and employee record management, ensuring accuracy and data integrity.
• Drive the continuous improvement of HR policies, procedures, and systems to enhance operational efficiency.

Regulatory Compliance & Governance:

• Ensure full compliance with all relevant labor laws, statutory regulations, and industry-specific requirements.
• Manage relationships with regulatory bodies, oversee licensing and reporting obligations, and maintain up-to-date knowledge of legislative changes.
• Develop and enforce HR policies that mitigate risk and uphold the highest standards of corporate governance.

Strategic Partnership & Organizational Development:

• Partner with executive leadership to translate business strategies into actionable people plans.
• Lead organizational development interventions, including change management, restructuring, and culture transformation initiatives.
• Provide data-driven insights and workforce analytics to support informed decision-making at the board and management levels.

Qualifications and Requirements

• Bachelor’s Degree in Human Resources, Business Administration, Industrial Relations, Psychology, or a related field required.
• Master’s Degree in HR, Business Administration MBA, or a relevant discipline highly desirable.
• Professional HR certification, such as CIPM, SHRM-SCP, SPHR, or CIPD or its equivalent, is desirable.

Professsional skills and competencies:

• Core HR Expertise: Deep knowledge of talent acquisition, performance management, compensation structuring, employee relations, and HR operations.
• Strategic Thinking: Proven ability to align HR strategies with organizational goals and drive long-term business impact.
• Regulatory Acumen: Strong understanding of labor laws, statutory compliance, and governance frameworks.
• Leadership & Influence: Demonstrated capability to lead teams, influence senior stakeholders, and manage cross-functional collaborations effectively.
• Communication Skills: Exceptional verbal and written communication skills, with the ability to articulate complex HR concepts clearly and persuasively.
• Analytical & Data-Driven: Proficiency in HR analytics, workforce metrics, and using data to inform decisions and measure outcomes.
• Change Management: Experience in leading organizational change initiatives, with a resilient and adaptable approach.
• Technology Proficiency: Hands-on experience with HRIS platforms, applicant tracking systems, and digital collaboration tools.
• Ethical Judgment: Unimpeachable integrity, discretion, and the ability to handle sensitive information with the utmost confidentiality.

Key Behavioural Attributes:

• Results-oriented with a proactive, solutions-focused mindset.
• Collaborative and approachable, with strong interpersonal and negotiation skills.
• Resilient and composed under pressure, with excellent conflict-resolution abilities.
• Committed to continuous learning and professional development.