HR Manager

About the role

Drive the development and effectiveness of the organization through strategic and operational Human Resources management. The role is responsible for attracting, developing, engaging, and retaining talented employees while ensuring that HR policies, workforce planning, employee development, compensation, and labor practices support the company’s business objectives.

Work closely with management and employees to build a high-performing organization, strengthen employee engagement, develop future leaders, and create a positive and sustainable working environment.

Key responsibilities

• Manage the full recruitment and selection process to attract qualified candidates with the right skills, experience, and cultural fit for each position.
• Develop and implement workforce planning strategies by analyzing current and future manpower requirements to ensure appropriate staffing levels and organizational capability.
• Manage compensation and benefits programs, including salaries, wages, bonuses, incentives, social security, health insurance, provident funds, and other employee benefits.
• Develop and manage fair and effective performance management systems, including performance evaluations, goal setting, KPI monitoring, and employee feedback processes.
• Ensure compliance with labor laws, employment regulations, company policies, employment contracts, and workplace rules and regulations.
• Manage employee onboarding and orientation programs to ensure that new employees understand their roles, company policies, working procedures, and organizational culture.
• Maintain and improve employee welfare and engagement programs to strengthen employee motivation, satisfaction, and retention.
• Manage employee relations by promoting a positive working environment, addressing employee concerns, resolving workplace conflicts, and ensuring fair and consistent treatment across the organization.
• Design and implement Training & Development programs, including In-House Training, external training, online learning, and professional development initiatives based on organizational and individual competency needs.
• Develop Individual Development Plans (IDPs) and Career Development frameworks to support employee growth and provide clear career progression opportunities within the organization.
• Develop Leadership Development programs for supervisors, managers, and future leaders to strengthen management capabilities and prepare high-potential employees for key positions.
• Establish and manage Succession Planning initiatives to identify critical positions, assess potential successors, and prepare employees for future leadership and business-critical roles.
• Promote a culture of continuous learning through Knowledge Sharing, Mentor and Buddy Systems, On-the-Job Training (OJT), and practical learning experiences.
• Partner with management and department heads to align HR strategies, people development, and organizational capabilities with business goals and future growth plans.

About you

• Bachelor’s degree in Human Resources Management, Business Administration, Psychology, Organizational Development, or a related field.
• Experience in Human Resources, including recruitment, compensation and benefits, performance management, employee relations, training and development, or organizational development.
• Strong understanding of workforce planning, talent management, career development, succession planning, and employee engagement.
• Knowledge of labor laws, employment regulations, HR policies, and best practices in Human Resources Management.
• Experience in designing and implementing training programs, competency development, and employee development initiatives.
• Ability to analyze workforce data, identify organizational needs, and translate business requirements into effective HR strategies and action plans.
• Strong communication, interpersonal, negotiation, and conflict resolution skills.
• Ability to work effectively with employees at all levels, from frontline staff to senior management.
• Strong organizational and problem-solving skills with the ability to manage multiple HR initiatives simultaneously.
• High level of integrity, confidentiality, fairness, and professional judgment.
• Growth mindset with a passion for people development, organizational improvement, and continuous learning.
• Ability to adapt to organizational change and support the implementation of new HR policies, systems, and people management initiatives.