Human Resources Manager

Qualifications & Experience

• Bachelor’s degree in Human Resource Management, Business Administration, or a related field.
  
• Professional HR certification such as CHRP or equivalent is an added advantage.
  
• A full Member of IHRM with an active membership is a must.
  
• Minimum of 5–7 years’ progressive HR experience, preferably within a regulated or fast-paced environment.
  
• Strong understanding of labor laws, HR governance, compliance, and employee relations practices.
  
• Experience in HR audits, policy development, performance management, and HR operations.
  
• Proficiency in HRIS systems and Microsoft Office applications.
  

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment, selection, and onboarding processes across all departments to support organizational growth and workforce planning initiatives.
  
• Partner with departmental leaders to identify staffing needs, succession planning priorities, and talent development opportunities.
  
• Develop and implement effective recruitment strategies to attract, retain, and onboard high-performing talent.
  

Employee Relations & Compliance

• Advise managers and employees on employee relations matters including disciplinary procedures, grievance handling, workplace investigations, conflict resolution, and policy interpretation.
  
• Ensure compliance with employment legislation, labor regulations, and HR best practices across all employee management processes.
  
• Maintain HR governance standards by supporting internal audits, regulatory reviews, and external compliance requirements.
  
• Participate in audit readiness activities including Central Bank, internal, and external audits by ensuring accuracy, confidentiality, and compliance of HR records and documentation.
  

Performance Management & Organizational Development

• Support the implementation and continuous improvement of performance management frameworks including goal setting, employee evaluations, coaching, feedback mechanisms, and development plans.
  
• Collaborate with leadership to drive employee productivity, accountability, and continuous improvement initiatives.
  
• Support learning and development initiatives that enhance workforce capability and organizational effectiveness.
  

HR Policies, Governance & Reporting

• Develop, review, and implement HR policies, procedures, HR manuals, welfare policies, and staff loan policies in line with organizational objectives and regulatory requirements.
  
• Prepare HR reports, board papers, and workforce analytics to support strategic decision-making and governance oversight.
  
• Ensure proper maintenance and confidentiality of employee records and HR documentation.
  

Employee Lifecycle & Benefits Administration

• Oversee the complete employee lifecycle including onboarding, engagement, confirmation, transfers, leave management, benefits administration, and structured offboarding processes.
  
• Administer employee compensation and benefits programs including pension schemes, medical insurance, wellness programs, and ESOP allocation.
  
• Coordinate payroll support activities and ensure accurate HRIS management, employee data administration, and workforce reporting.
  

Employee Engagement & Culture

• Drive employee engagement and organizational culture initiatives including wellness programs, team-building activities, recognition programs, and staff engagement initiatives.
  
• Partner with senior leadership and department heads to foster a positive, inclusive, and high-performing workplace culture.
  
• Support initiatives that improve employee satisfaction, retention, and operational effectiveness.