Job Summary

The Human Resource Manager is responsible for supervising, coordinating, and managing all aspects of the Human Resource function within the organization. The incumbent will lead the development and implementation of HR strategies, policies, systems, and procedures that support organizational objectives while ensuring compliance with labor laws and best HR practices.

The role oversees recruitment and selection, employee relations, compensation and benefits administration, performance management, training and development, HR operations, staff welfare, disciplinary management, policy implementation, payroll coordination, compliance, and organizational development initiatives. The Human Resource Manager will also provide strategic HR advisory support to management and contribute to building a productive, high-performing, and employee-centered work environment.

Key Duties and Responsibilities

1. Human Resource Strategy and Planning

• Develop and implement HR strategies aligned with organizational goals and objectives.
• Participate in management meetings and provide strategic HR guidance and recommendations.
• Support workforce planning, succession planning, and organizational restructuring initiatives.
• Develop and implement HR policies, procedures, and systems to improve operational efficiency.
• Ensure HR practices align with organizational values, culture, and strategic priorities.

2. Recruitment and Selection

• Oversee the recruitment, selection, and onboarding process for all staff positions.
• Develop job descriptions, person specifications, and vacancy announcements.
• Coordinate interviews, assessments, reference checks, and selection processes.
• Ensure fair, transparent, and merit-based recruitment practices.
• Build and maintain talent pipelines for future staffing needs.

3. Employee Relations and Staff Welfare

• Promote positive employee relations and maintain a healthy working environment.
• Address employee grievances, complaints, and workplace conflicts professionally.
• Advise management and employees on HR policies, procedures, and labor-related matters.
• Coordinate staff welfare programs and employee engagement initiatives.
• Foster teamwork, professionalism, diversity, and inclusion within the workplace.

4. Performance Management

• Coordinate the implementation of the organization’s performance management system.
• Monitor employee performance appraisal processes and ensure timely completion.
• Support managers in setting performance objectives and evaluating employee performance.
• Recommend performance improvement interventions and employee development plans.
• Assist in managing underperformance and disciplinary procedures where necessary.

5. Compensation and Benefits Administration

• Administer employee compensation, salary structures, and benefits programs.
• Ensure accurate payroll coordination and statutory deductions.
• Monitor employee leave, attendance, and benefits administration.
• Conduct salary benchmarking and provide recommendations on compensation improvements.
• Ensure compliance with tax, pension, social security, and labor regulations.

6. Training and Development

• Identify organizational and employee training needs through assessments and evaluations.
• Develop and coordinate staff training and capacity-building programs.
• Facilitate orientation and induction programs for new employees.
• Maintain employee training records and monitor development progress.
• Promote continuous learning and professional development initiatives.

7. HR Operations and Administration

• Maintain accurate and confidential employee records and HR databases.
• Prepare HR reports, workforce analytics, and management updates.
• Monitor employee attendance, leave management, and HR documentation.
• Ensure proper implementation of HR systems and procedures.
• Coordinate HR audits and compliance reviews.

8. Policy Compliance and Labor Law Administration

• Ensure compliance with labor laws, employment regulations, and organizational policies.
• Interpret and apply HR policies consistently and fairly.
• Manage disciplinary processes, investigations, and documentation.
• Support management in handling employment disputes and legal matters.
• Monitor changes in labor legislation and advise management accordingly.

9. Organizational Development and Change Management

• Support organizational transformation and change management initiatives.
• Promote employee engagement and organizational culture development.
• Assist in reviewing organizational structures and staffing requirements.
• Recommend initiatives that improve productivity, morale, and organizational effectiveness.

Qualifications and Experience

• Bachelor’s Degree in Human Resource Management, Business Administration, Public Administration, or related field.
• Master’s Degree in Human Resource Management, Organizational Development, Employment Law, or related field is an added advantage.
• Professional HR certification such as SHRM-CP, SHRM-SCP, SPHR, CIPD, or equivalent is desirable.
• Minimum of 5–8 years of progressive HR management experience.
• Strong knowledge of labor laws, HR policies, and employment regulations.
• Experience in recruitment, employee relations, performance management, and HR operations.

Required Competencies

• Strong leadership and supervisory skills.
• Excellent communication and interpersonal abilities.
• High level of integrity and confidentiality.
• Strong problem-solving and conflict resolution skills.
• Ability to work under pressure and manage multiple priorities.
• Excellent report writing and analytical skills.
• Proficiency in Microsoft Office applications and HR information systems.
• Strong organizational and time management skills.

Working Conditions

• The position may require occasional travel, meetings, and extended working hours based on organizational needs.
• The role requires handling sensitive and confidential information with professionalism and discretion.

Performance Indicators

• Timely recruitment and onboarding of qualified staff.
• Effective implementation of HR policies and procedures.
• Improved employee engagement and workplace relations.
• Compliance with labor laws and statutory obligations.
• Accurate HR reporting and personnel record management.
• Successful coordination of training and performance management activities.