Human Resources Manager

About the Role

We are looking for a HR Manager to own the local People agenda and partner closely with local leaders and the global People team as we scale. This person will be the primary HR partner on the ground, responsible for employee experience, manager support, talent processes, HR operations and local compliance, while ensuring our Mauritius team remains closely connected to the broader organization. The role requires strong autonomy, sound judgment and the ability to build trust quickly with employees and managers alike.

Key Responsibilities:

Legal & Compliance

● Ensure full compliance with Mauritian labour law across all HR practices — contracts, working time,

leave, terminations and disciplinary procedures.

● Act as the go-to expert on local legislation, proactively flagging legal or regulatory changes that may

impact the business.

● Liaise with local authorities, the labour inspectorate and external legal counsel as needed.

● Maintain up-to-date, compliant employee documentation and records.

Employee Relations & Culture

● Partner closely with local leadership to shape the employee experience and maintain a strong, connected

culture as the Mauritius team scales.

● Organize and lead local engagement events and initiatives to strengthen team cohesion and company

culture.

● Act as a trusted point of contact for employees, gathering and relaying feedback and sentiment from

local teams to HR management and relevant stakeholders.

● Advise managers on employee relations matters, including conflict resolution, performance concerns and

disciplinary processes, in line with local law and global guidelines.

● Champion the company culture locally while adapting communication and initiatives to the Mauritian

context.

● Coach and advise local managers on people leadership, including performance, feedback, team dynamics

and employee development.

HR Operations & Process Alignment

● Ensure local HR processes are aligned with global and group HR policies and procedures (performance

reviews, talent reviews, onboarding, offboarding).

● Own the end-to-end employee lifecycle locally: onboarding, contract administration, personnel file

management and offboarding.

● Support Finance in the payroll process by providing and validating HR data, liaising with payroll providers

as needed.

● Administer local employee benefits, including medical insurance, and manage relationships with relevant

providers and brokers.

● Maintain and update employee data in the HRIS (e.g. Bob), ensuring data quality and consistency with

group standards.

Talent & Development

● Support local recruitment efforts in coordination with hiring managers.

● Partner with local leaders and the global People team to identify talent needs, capability gaps, retention

risks and development priorities as the Mauritius organization grows.

● Coordinate the local rollout of talent processes - talent reviews, performance cycles, objective-setting -

and ensure managers understand and follow the required steps.

● Support career development conversations and internal mobility for local employees.

Reporting & Communication

● Proactively identify trends and risks across engagement, retention, performance and employee relations,

and recommend actions to local leadership and the global People team.

● Act as a liaison between Mauritius-based teams and the global People function, ensuring smooth

information flow in both directions.

● Prepare and consolidate local HR data required for group-wide reporting or audits.

Candidate Profile

● 6- 8 years of experience in an HR generalist, HR Business Partner or similar role, ideally with exposure to

an international, multicultural environment.

● Solid, up-to-date knowledge of Mauritian labour law and HR compliance requirements.

● Fluent in French and English, both written and spoken — daily use of both languages is required.

● Strong interpersonal and communication skills; comfortable engaging with employees at all levels.

● Proven ability to organize events and initiatives and drive engagement locally.

● Autonomous, proactive and comfortable working with limited on-the-ground HR support, with a remote

reporting line.

● Discretion and a strong sense of confidentiality.

● Experience with HRIS platforms (e.g. Bob) is a plus.