Human Resource Manager- People Experience

Minimum Requirements:

• A Bachelor’s degree in Human Resource Management/Social Sciences or a related field.
  
• A relevant Masters’ degree is an added advantage.
  
• A professional qualification in HR with Membership to a relevant professional body.
  
• Valid IHRM practicing certificate
  
• Minimum 7 years of progressive HR experience, with at least 3 years in mid-to-senior management
  
• Hands on experience in a majority of HR key areas such as recruitment, culture transformation, remuneration and benefits, performance management, etc
  
• Proficient in use of HRMIS & Microsoft suites
  
• Good analytical skills
  
• Good negotiation and communication skills
  

Employee Experience & Culture Transformation

• Develop and implement onboarding processes that deliver an excellent new joiner experience.
  
• Drive employee engagement initiatives and monitor their impact.
  
• Lead employee communication across multiple channels to ensure clarity and alignment.
  
• Manage employee welfare programs, team-building activities, and organizational culture initiatives.
  
• Design and lead communication of all benefits updates and culture initiatives.
  
• Champion culture transformation in collaboration with value champions by Conducting annual employee engagement surveys (EES) and manging feedback loops with HR Managers for behavioral change from EES insights
  

Talent Management

• Partner with the HR Managers and EXCO to create and implement robust talent strategies that facilitate the delivery of business strategic objectives.
  
• Design, deliver, and operationalize a rigorous, objective internal talent review process to build a reliable ready now talent bench.
  
• Spearhead leadership development, structured coaching models, and mentoring programs to significantly improve the depth, readiness, and agility of the talent pipeline.
  
• Systematically collect, analyze, and leverage diagnostic talent analytics to inform precise leadership development planning and comprehensive succession frameworks.
  
• Formulate, maintain, and continuously iterate structural retention and internal promotion programs to systematically safeguard institutional memory and critical talent.
  

Performance Management

• End-to-end management of the corporate performance management lifecycle, overseeing governance, sensitization campaigns, timelines, and performance reporting.
  
• Direct the development, continuous review, and optimization of the Unga Performance Management System (Hoshin Kanri - HK), ensuring airtight alignment between individual performance metrics and overall business objectives.
  
• Partner directly with HR Managers to cultivate a high-performance culture by facilitating goal-cascading and removing operational bottlenecks.
  
• Lead structured education campaigns to ensure total workforce alignment, fairness, visibility, and transparency across the entire performance management structure.
  

Strategic Sourcing & Talent Acquisition

• Serve as a strategic talent consulting partner to hiring managers, co-developing high-impact sourcing strategies and talent channels to secure exceptional candidates.
  
• Support and streamline workforce planning to ensure timely recruitment of appropriate and adequate manpower in line with organizational blueprints.
  
• Deploy data-led attraction strategies to secure high-caliber external professionals while carefully balancing the internal-to-external recruitment mix to support internal mobility.
  

Total Compensation, Benefits & Rewards

• Shape a fair, clear, and inspiring compensation system that recognizes hard work and rewards the critical technical skills that push our business forward.
  
• Propose agile, progressive reward models and strategic benefits partnerships that give our teams great value and keep us competitive, while staying smart with our budget.
  
• Conduct structured, data-driven salary benchmarking exercises via standard market surveys to secure equity, compliance, and top-market competitiveness.
  
• Collaborate dynamically with Sales and Finance leaders to govern, iterate, and incentivize growth through the Sales Commission Plan structure.
  
• Oversee the administration and high-tier vendor management of the Group Medical and Pension schemes to ensure maximum returns and employee security.
  
• Build fun, value-driven recognition programs that highlight and celebrate the positive everyday behaviors that define our culture.
  
• Drive corporate Job Evaluation exercises to guarantee robust internal and external parity, building an equitable foundation for reward structures.
  

Policy Development, Governance & Risk

• Drive total compliance, legal safety, and alignment with statutory legislative environments through rigorous, continuous reviews of HR policies and standard operating procedures (SOPs).
  
• Provide expert advisory and procedural partnership to the business in enforcing fair, legally compliant, and corrective disciplinary processes.
  
• Maintain and update the ER/IR and labour dispute register
  
• Drive policy changes to be in line with best practice and legal compliance
  
• Design and lead communication of all benefits updates and culture initiatives.
  
• Proactively audit HR environment to identify new and emerging risks and implement strategies to mitigate.
  

HR Analytics & Reporting

• Coordinate the centralized HR budgeting process, tracking operational expenditures (OPEX) and cost management metrics.
  
• Create comprehensive, executive-ready financial reports details on HR cost variations, fiscal leakages, and savings options.
  
• Establish an analytical framework to monitor, review, and report on critical HR performance metrics including productivity, labor efficiency index, and optimal staff utilization models.
  
• Maintain an active pulse on industry macro-trends, submitting proactive briefs to the Group HR Director to continuously modernize company policies and frameworks.
  
• Any other duty assigned.