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.