Manager, Human Resources

As the Manager, Human Resources, you will be driving the people agenda and strategy, and HR processes and operations.  Your role involves coaching, mentoring and supporting staff members to identify their individual strengths and development needs, while championing an open, embracing culture of Diversity, Equity and Inclusion (DEI) throughout the organisation. 

You serve as a key business partner and peer to the management team in leading and creating HR initiatives, systems, adopting best practices to recruit, develop, and train a diverse and high-performing workforce to build an organizational culture that drives our mission and strategic plans.

You will manage and execute the HR Strategy and core areas of the HR function including Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget.  You ensure that the human resources programs and initiatives are implemented effectively and efficiently.

Responsibilities:

• HR Partnering

Work closely with HR counterparts and managers in regional offices to ensure alignment and sharing of best practices, to support Country Head, business leaders and managers.

• Workforce Planning

Drive and manage workforce planning and headcount management to align strategies and business priorities. Support current and future business requirements through the development, engagement, motivation and preservation of human capital.

• Performance management

Create a high-performance culture, ensuring performance management processes are effectively implemented and performance issues are promptly addressed and documented. Consult leaders on talent management and organizational design challenges and support managers with coaching, mentoring and disciplinary actions, if appropriate.

• Total Rewards

Conduct salary benchmarking, develop a compensation and benefits structure in the company, and work with team managers to conduct the appraisal process.

• Organizational Development

Drive innovation and improvement in HR practices and create relevant policies and procedures. Take a lead role in strengthening the organisational culture, ensuring that the company values are displayed.

• Policy Development and Practices

Responsible for all policy matters affecting manpower planning, recruitment, selection and performance reviews. Conduct regular training on regulatory and compliance matters relevant to the company. Advise managers and employees to ensure consistent application and integration of policies and procedures while ensuring compliance with all Labour laws to promote an ethical and compliant work environment.

• Employee Relations

Bridge management and employee relations by addressing appeals, grievances or other issues. Drive the continuous improvement agenda with focus on engagement & welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.

• Learning and Development

Responsible for induction training and for mapping out learning and development needs and implementing programs.

• HR Compliance

Responsible for identifying all HR related compliance matter (company and personnel matters); including national, local regulations and internal policy & procedure. Develop a monitoring system and be in-charge of the on-going compliance obligations.

• HR Administration

Ensure that all aspects of operational HR, including maintenance of employee statistics, HR metrics, reporting and payroll management are managed effectively across the various operating entities. Maintain accurate HR records by implementing an appropriate document management system which is audit ready. Responsible for permit application and renewal for expats and their dependents.

• Talent Acquisition

Develop and implement recruitment strategies that align with the company’s goals and objectives. Drive efficiency and effectiveness across the recruitment process while ensuring a seamless and positive candidate experience.

Pre-requisites:

• Bachelor’s degree, master’s degree is preferred, in a related field such as Human Resources or Organizational Psychology or equivalent.

• Minimum 8 years of HR Business Partner/Generalist experience across a range of competencies.

• Demonstrated experience leading HR department(s) through strategic and transactional change, with the commitment to inspire and motivate team members.

• Demonstrated initiative in determining new or modifying existing HR policies and procedures and effectively communicating them to managers and staff.

• Demonstrated organizational leadership and decision-making capability in a collaborative manner.

• Excellent communications, presentation, and interpersonal skills. Ability to influence and manage, solve problems, and resolve conflicts. 

• Proven ability to achieve goals and align interests through cooperation and collaboration with other groups and cross-functional teams.

• Demonstrated ability to exercise sound judgment and maintain confidentiality when dealing with sensitive matters.

Are you ready to engineer a greener future?