HR Manager

Role Purpose The HR Manager will support in building a strong, values-driven culture and developing leadership capabilities across teams.
With 4–5 years of HR experience, the role will balance hands-on HR operations with initiatives that enhance employee engagement, leadership effectiveness, and organizational development.
Key Responsibilities 1.
Culture & Engagement Promote and embed organizational values through HR processes (onboarding, performance reviews, employee engagement programs).
Support the design and rollout of employee engagement initiatives (team-building, recognition programs, wellbeing activities).
Gather feedback through surveys, focus groups, and exit interviews, and prepare reports for senior leadership.
Act as a culture ambassador, modeling collaboration, inclusivity, and accountability.
2. Leadership Support & Development Partner with department heads to identify training and coaching needs for team leads and managers.
Coordinate and facilitate leadership workshops, onboarding for new managers, and peer-learning circles.
Provide guidance to managers on performance management, feedback conversations, and conflict resolution.
Maintain records of leadership development activities and report on participation and impact.
3. HR Processes & Employee Relations Implement HR policies and ensure staff awareness of guidelines and procedures.
Advise employees and managers on basic HR queries, employee relations, and grievance procedures.
Ensure compliance with local labor laws and regulations.
Prepare HR dashboards and reports on turnover, engagement, and recruitment.
4.  Talent & People Operations Oversee end-to-end onboarding for new hires, ensuring strong cultural fit.
Administer performance management cycles (goal setting, mid-year check-ins, annual reviews).
Support succession planning discussions by tracking employee growth and readiness.
Maintain HR systems, ensuring accuracy of employee data, contracts, and compliance documents.
Qualifications & Skills Bachelor’s degree in Human Resources, Business Administration, or related field is required.
Master’s degree or professional HR certification (e.
g., SHRM-CP, CIPD) is preferred.
4–8 years of HR generalist/HR management experience.
Hands-on experience in employee engagement and/or leadership development programs.
Strong interpersonal and facilitation skills.
Knowledge of labor law and HR operations.
Ability to balance operational tasks with people development initiatives.