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.
