HR Manager Strategic & Organizational Development

1. Workforce Planning & Organizational Design

• Develop 1–3-year workforce plans aligned with business growth, expansion, and succession needs.
• Maintain organizational structures, job levels, and reporting lines for EFI and EGG.
• Conduct headcount, turnover, and skills gap analysis and present workforce insights to leadership.
• Lead job evaluation and maintain a fair and consistent job grading system.
• Coordinate with HR Operations to ensure organizational changes are properly reflected in HRIS and employee records.

2. Compensation & Benefits Strategy

• Develop and regularly review the company's compensation and benefits framework.
• Maintain salary structures and pay ranges based on job grades, market data, and applicable wage regulations.
• Recommend merit increases, salary adjustments, and incentive programs.
• Review benefits programs to support employee needs and market competitiveness.
• Conduct compensation benchmarking and maintain appropriate market positioning.
• Design and manage performance-based incentive and bonus programs.

3. Performance Management

• Manage and continuously improve the KRA-KPI performance management system.
• Lead the annual performance review cycle, including tools, timelines, rating calibration, and completion monitoring.
• Implement mid-year performance check-ins and support managers in effective performance discussions.
• Analyze performance results and identify development and succession opportunities.
• Develop and guide the implementation of Performance Improvement Plans (PIPs).

4. Learning & Development

• Lead the annual Training Needs Analysis (TNA) and develop the Annual Training Plan.
• Design leadership, supervisory, and functional development programs based on identified capability needs.
• Manage the L&D budget and evaluate training effectiveness and ROI.
• Coordinate with qualified training providers and ensure compliance with required training programs.
• Develop internal trainers, coaching programs, and mentoring initiatives.

5. HR Policy, Culture & Employee Engagement

• Develop and update HR policies in accordance with applicable labor laws, regulations, and best practices.
• Lead employee engagement surveys, analyze results, and develop action plans.
• Promote company values, culture, recognition, and employee engagement programs.
• Coordinate HR communications, company events, and employee programs.
• Benchmark HR practices and identify opportunities for continuous improvement.

6. HR Analytics & Strategic Reporting

• Develop and maintain HR dashboards covering workforce, recruitment, retention, training, engagement, and payroll metrics.
• Prepare quarterly and annual HR reports for Senior Leadership and the Board.
• Develop HR KPIs and metrics aligned with business objectives.
• Analyze employee feedback and exit data to identify trends and recommend retention strategies.

7. Collaboration with HR Operations

• Provide HR Operations with approved compensation structures, salary guidelines, and incentive programs.
• Provide performance management tools, rating guidelines, and implementation schedules.
• Work with HR Operations on employee relations trends, policy concerns, and areas for improvement.
• Collaboratively develop and present the annual HR Plan to Senior Leadership.