Job description
Manager Human Resources
Reports To Chief Executive Officer (CEO)
Position Summary
The Manager Human Resources will lead the HR function, ensuring alignment between people strategies and business objectives. This role requires a hands-on strategic leader capable of driving performance culture, employee engagement, talent development, and organizational change. The incumbent will work closely with the CEO and department heads to build a high-performance work environment.
Key Responsibilities (Essential Job Functions)
1.
HR Strategy & Business Alignment
- Develop and implement HR strategies, policies, and frameworks that support business goals.
- Advise leadership on workforce planning, succession planning, and organizational design.
- Ensure HR initiatives deliver measurable business impact.
2.
Performance Management
- Design, roll out, and manage a robust performance management system (KPIs, goal setting, mid-year/annual appraisals).
- Train managers on effective performance feedback and appraisal processes.
- Link performance outcomes to rewards, recognition, and career progression.
3.
Employee Engagement & Retention
- Lead engagement surveys, action planning, and culture-building activities.
- Develop retention strategies for critical roles and high-potential employees.
- Manage employee relations, grievance handling, and conflict resolution.
4.
Learning & Development
- Identify training needs through competency assessments and performance gaps.
- Design and coordinate learning programs (technical, behavioral, leadership).
- Evaluate training effectiveness and maintain development records.
5.
Organizational Culture & Change Management
- Drive cultural transformation initiatives aligned with company values.
- Lead change management processes during restructuring, mergers, or new system implementations.
- Promote diversity, inclusion, and ethical workplace practices.
6.
HR Analytics & Reporting
- Develop HR dashboards and monthly reports on headcount, turnover, absenteeism, and recruitment metrics.
- Use data to identify trends and recommend interventions.
- Present insights to the CEO and leadership team for decision-making.
Minimum Requirements
Education
- Bachelor's or Master's degree in Human Resources, Business Administration, or a related field.
- Professional certifications (e.g., SHRM-CP/SCP, CIPD, CHRP) are preferred.
Experience
- Minimum 6 years of progressive HR experience, with at least 2 years in a managerial or supervisory role.
- Proven experience handling large teams and multi-functional HR responsibilities (recruitment, comp & benefits, employee relations, performance management).
- Experience in manufacturing, chemicals, or industrial sector is a plus.
Skills & Competencies
- Strong oral & written English communication – able to draft policies, present to leadership, and handle negotiations.
- Leadership & people management – ability to inspire, coach, and develop a team.
- Strategic thinking & problem-solving – links HR actions to business outcomes.
- Negotiation & conflict resolution – handles employee disputes and union/management discussions effectively.
- Proficiency in HRIS, MS Office, and basic HR analytics tools.
Key Performance Indicators (KPIs) – Indicative
- Employee turnover rate (year-on-year reduction)
- Performance appraisal completion rate (95%)
- Training hours per employee
- Employee engagement score improvement
- Timely closure of open positions (time-to-hire)
- HR compliance audit score
Only shortlisted candidates will be contacted.
This job post has been translated by AI and may contain minor differences or errors.
