PMS/HRIS - Group HR Manager

Role & responsibilities

HR PMS / HRIS Manager focuses on improving the overall effectiveness and health for group companies by implementing strategies to enhance employee performance, workplace culture, and organizational structures.

This role typically bridges HR functions with business strategy, ensuring that the organization is equipped to adapt to changing environments and future challenges.

Core Responsibilities:

1. Organizational Development Strategy:

Develop and implement OD strategies that align with the organization's goals and objectives.

Work with leadership to identify areas for improvement in organizational processes, structure, and workforce capabilities.

Foster a positive and engaging workplace culture that supports growth and development.

2. Change Management:

Lead change management initiatives, including planning, communication, and implementation strategies.

Support employees through transitions (e.g., organizational restructuring, culture shifts).

Train and coach managers and teams on how to manage change effectively.

3. Talent Management:

Collaborate with HR teams to develop strategies for talent acquisition, development, and retention.

Oversee leadership development programs and succession planning.

Implement learning and development programs that enhance employee skills and capabilities.

4. Performance Management:

Design and manage performance management processes to ensure continuous employee feedback and development.

Collaborate with managers to set performance goals and provide guidance on employee evaluations.

Monitor and enhance employee productivity and engagement.

5. Employee Engagement and Culture:

Drive initiatives to boost employee morale, engagement, and satisfaction.

Conduct employee engagement surveys and develop action plans to address concerns.

Cultivate an inclusive and diverse workplace that promotes collaboration and innovation.

6. Leadership Development:

Design and facilitate leadership development programs aimed at equipping managers with the skills needed to lead teams effectively.

Identify high-potential employees for future leadership roles and develop tailored growth plans for them.

7. Process Improvement:

Assess and refine organizational processes to increase efficiency and effectiveness.

Develop metrics and analytics to track the success of OD initiatives and make data-driven decisions.

8. Collaboration with Stakeholders:

Work closely with business leaders, department heads, and HR teams to align OD initiatives with business needs.

Act as a consultant to different departments regarding team dynamics, organizational issues, and employee development.

Skills Required:

Change Management: Strong experience in planning and executing change management strategies.

Leadership and Coaching: Ability to coach and mentor managers and employees at all levels.

Analytical Thinking: Ability to use data and assessments to drive OD initiatives and decisions.

Communication: Excellent communication skills for influencing and collaborating with stakeholders across the organization.

Project Management: Ability to manage OD projects from inception to implementation, ensuring alignment with organizational goals.

HR Expertise: Deep understanding of HR functions, including talent management, performance management, and employee development.