HR Manager

We are looking for a highly knowledgeable individual with strong operational expertise in Workforce Planning, Recruitment, TNA, Training & Development, and Performance Appraisal. The ideal candidate will possess advanced skills in Excel, report preparation, and analytics, along with the ability to translate data into actionable insights for management decisions.

Strong leadership, communication, problem-solving skills, and team management are essential for this role. The candidate must also have a good understanding of relevant labor laws and regulations, and the ability to manage internal procedures and policies in a professional and organized manner.

We seek an HR Manager who can analyze ← plan ← build systems ← lead teams ← monitor performance ← measure results ← provide recommendations to senior management, not just manage daily employee transactions.

Skills

The HR Manager is responsible for the complete HR cycle, which includes:

• Workforce Planning: Identifying current and future needs based on workforce size, productivity, turnover, retirement, and expansion plans.

• Job Analysis: Updating job descriptions, responsibilities, qualifications, and required competencies.

• Recruitment & Selection: Ensuring candidate quality and the efficiency of hiring processes.

• Employee Orientation: Ensuring new employees are prepared before transitioning to training and practical work.

• Training & Development: Overseeing TNA, annual training plans, measuring training impact, and OTJ and Off-the-Job Training.

• Performance Management: Linking results to objectives, performance indicators, and development plans and rewards upon implementation.

• Compensation & Benefits: Reviewing salaries and benefits, ensuring internal fairness and market competitiveness.

• Employee Relations: Managing complaints and disputes, enhancing a professional work environment.

• Attendance & Discipline: Monitoring attendance, absenteeism, tardiness, and disciplinary procedures, ensuring fair and organized application.

• HR Compliance: Monitoring labor laws and regulations, ensuring policy and procedure alignment.

• Succession & Critical Roles: Identifying critical roles and risks of talent loss, potential replacements, and succession planning.

• HR Analytics & KPIs: Building and monitoring HR metrics, preparing dashboards, reports, and executive recommendations for senior management.

• Direct supervision of the HR team: Distributing responsibilities and monitoring the quality and speed of daily task completion.