Human Resource Manager

We are seeking a strategic Human Resources Manager to shape our organizational architecture and workplace culture. You will not just manage HR administration but act as a business partner to the leadership team. Your mandate is to design scalable organizational structures, lead high-impact culture interventions, and execute dynamic manpower planning to meet the dynamic business requirements.

Qualifications

1. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree is preferred.
2. Proven experience as an HR professional, with at least 5 years of experience in a senior HR leadership role.
3. In-depth knowledge of HR practices, employment laws, and regulations.
4. Strong interpersonal and communication skills, with the ability to effectively interact with employees at all levels of the organization.
5. Excellent problem-solving and decision-making abilities, with a strategic mindset.
6. Demonstrated ability to lead and manage a team, fostering a collaborative and high-performing work environment.
7. Knowledge of using HR softwares and tools for automating HR processes and managing employee data
8. Demonstrated experience scaling teams within the travel, logistics, or similar service industries.
9. Demonstrated experience successfully designing and executing organizational culture interventions or change management initiatives.

Responsibilities & Duties -

1. Organizational Design & Strategy

• Structural Lens: Analyze and redesign organizational structures to identify and develop the right structure for the organization.
• Business Alignment: Act as a strategic partner to leadership, ensuring HR initiatives directly support operational goals and business profitability.
• Role Clarity: Define clear career progressions, reporting matrices, and KPIs across all levels of the organization.

2. Culture Intervention & Change Management

• Cultural Leadership: Design and implement organization-wide culture interventions that bridge the gap between corporate staff and distributed frontline workers (drivers, helpers, and ground crew).
• Engagement Programs: Take ownership of and elevate our weekly motivation, customer service reinforcement, and feedback programs to build a highly engaged, customer-centric workforce.
• Change Management: Navigate the complexities of a growing headcount by establishing core values and ensuring they are practiced at every terminal and office.

3. Strategic Manpower Planning

• Resource Allocation: Optimize staff deployment across routes to prevent burnout during peak travel seasons while controlling labor costs during off-peak periods.
• Talent Acquisition: Oversee the recruitment strategy for critical roles, ensuring we have the right talent pipelines ready for new route launches.

4. HR Leadership & Mentorship

• Team Development: Lead, mentor, and delegate effectively to the Assistant HR Manager, ensuring seamless day-to-day HR operations (payroll, basic compliance, and grievance handling).
• Performance Management: Build robust evaluation frameworks that measure both operational efficiency and alignment with company culture.