Key Responsibilities
HR Strategy & Administration
Develop and implement HR policies, procedures, and administrative strategies aligned with corporate, regional, and local requirements.
Drive HR operational excellence, professionalism, compliance, and cost-efficiency.
Manage HR and administrative budgets and ensure effective resource utilization.
Support organizational changes, business growth initiatives, and project transitions.
Recruitment & Workforce Planning
Lead manpower planning, headcount forecasting, and recruitment budgeting.
Develop and maintain recruitment policies, procedures, and workforce planning frameworks.
Manage end-to-end recruitment processes for all organizational levels.
Partner with business leaders to forecast talent needs and support workforce planning initiatives.
Enhance recruitment effectiveness and candidate selection processes.
Compensation & Benefits
Manage payroll and benefits budget forecasting.
Oversee payroll administration, ensuring accuracy, compliance, and timely processing.
Implement and maintain salary structures, grading systems, and compensation frameworks.
Conduct salary benchmarking and market surveys to ensure competitiveness.
Recommend compensation and benefits improvements aligned with market trends and business objectives.
Employee Relations
Act as a trusted advisor to management and employees on HR policies and practices.
Handle employee grievances, disciplinary matters, and workplace disputes.
Support labor relations activities, negotiations, and dispute resolution processes.
Review employment-related contracts and legal agreements in coordination with legal counsel.
Lead employee welfare initiatives and Welfare Committee activities.
Performance Management
Design, implement, and continuously improve performance management systems.
Develop performance appraisal processes and guidelines.
Support merit increases, bonus planning, and employee development programs.
Provide strategic recommendations to enhance organizational and individual performance.
Learning & Development
Develop annual training plans and manage training budgets.
Identify organizational and individual development needs in partnership with department managers.
Design and implement learning and development programs.
Qualifications:
Bachelor’s degree in Human Resources or related field.
Proven working experience as HR Manager or other HR Executive
People-oriented and results-driven
Demonstrable experience with Human Resources metrics
Knowledge of HR systems and databases
Ability to architect strategy along with leadership skills
Excellent active listening, negotiation, and presentation skills
Competence to build and effectively manage interpersonal relationships at all levels of the company