Manager HR

Manager Human Resources

Reports To Chief Executive Officer (CEO)

Position Summary

The Manager Human Resources will lead the HR function ensuring alignment between people strategies and business objectives. This role requires a hands-on strategic leader capable of driving performance culture employee engagement talent development and organizational change. The incumbent will work closely with the CEO and department heads to build a high-performance work environment.

Key Responsibilities (Essential Job Functions)

1. HR Strategy & Business Alignment

• Develop and implement HR strategies policies and frameworks that support business goals.
• Advise leadership on workforce planning succession planning and organizational design.
• Ensure HR initiatives deliver measurable business impact.

2. Performance Management

• Design roll out and manage a robust performance management system (KPIs goal setting mid-year/annual appraisals).
• Train managers on effective performance feedback and appraisal processes.
• Link performance outcomes to rewards recognition and career progression.

3. Employee Engagement & Retention

• Lead engagement surveys action planning and culture-building activities.
• Develop retention strategies for critical roles and high-potential employees.
• Manage employee relations grievance handling and conflict resolution.

4. Learning & Development

• Identify training needs through competency assessments and performance gaps.
• Design and coordinate learning programs (technical behavioral leadership).
• Evaluate training effectiveness and maintain development records.

5. Organizational Culture & Change Management

• Drive cultural transformation initiatives aligned with company values.
• Lead change management processes during restructuring mergers or new system implementations.
• Promote diversity inclusion and ethical workplace practices.

6. HR Analytics & Reporting

• Develop HR dashboards and monthly reports on headcount turnover absenteeism and recruitment metrics.
• Use data to identify trends and recommend interventions.
• Present insights to the CEO and leadership team for decision-making.

Minimum Requirements

Education

• Bachelors or Masters degree in Human Resources Business Administration or a related field.
• Professional certifications (e.g. SHRM-CP/SCP CIPD CHRP) are preferred.

Experience

• Minimum 6 years of progressive HR experience with at least 2 years in a managerial or supervisory role.
• Proven experience handling large teams and multi-functional HR responsibilities (recruitment comp & benefits employee relations performance management).
• Experience in manufacturing chemicals or industrial sector is a plus.

Skills & Competencies

• Strong oral & written English communication able to draft policies present to leadership and handle negotiations.
• Leadership & people management ability to inspire coach and develop a team.
• Strategic thinking & problem-solving links HR actions to business outcomes.
• Negotiation & conflict resolution handles employee disputes and union/management discussions effectively.
• Proficiency in HRIS MS Office and basic HR analytics tools.

Key Performance Indicators (KPIs) Indicative

• Employee turnover rate (year-on-year reduction)
• Performance appraisal completion rate (95%)
• Training hours per employee
• Employee engagement score improvement
• Timely closure of open positions (time-to-hire)
• HR compliance audit score

Only shortlisted candidates will be contacted.