Human Resource Manager

1. STRATEGIC HUMAN CAPITAL LEADERSHIP

• Drive the design and implementation of human resource strategies that support business growth workforce optimization and cultural alignment.
• Serve as an advisor to executive leadership on organizational design people strategy and human capital investments.
• Promote data-driven HR decision-making through workforce analytics and reporting.

1. TALENT MANAGEMENT & ACQUISITION

• Lead talent planning and acquisition strategies to ensure the organization attracts recruits and retains high-potential talent.
• Champion diversity equity and inclusion (DEI) in hiring and workplace practices.

1. LEARNING & DEVELOPMENT (L&D)

• Design and implement an enterprise-wide Learning & Development strategy that supports employee growth leadership pipeline development and upskilling initiatives.
• Conduct training needs analysis (TNA) across departments and create tailored learning plans and curricula.
• Deploy blended learning models including instructor-led training e-learning platforms mentorship coaching and knowledge-sharing forums.
• Manage partnerships with external training vendors professional bodies and learning institutions.
• Promote a learning culture through knowledge management systems continuous feedback and learning communities.

1. PERFORMANCE & SUCCESSION MANAGEMENT

• Oversee the implementation of robust performance management systems including goal-setting reviews feedback and development planning.
• Lead talent review and succession planning processes to ensure leadership continuity and internal mobility.
• Drive employee engagement initiatives and monitor retention risks and motivation indicators.

1. EMPLOYEE RELATIONS & LEGAL COMPLIANCE

• Ensure HR policies and procedures are compliant with all labor laws and regulatory standards.
• Provide guidance on employee relations matters grievance handling and disciplinary procedures.
• Foster a positive organizational culture through transparent communication and fair employment practices.

1. ORGANIZATIONAL DEVELOPMENT & CHANGE MANAGEMENT

• Lead cultural transformation initiatives that support innovation collaboration and business agility.
• Manage change and communication plans during reorganizations integrations or strategic shifts.
• Conduct organizational climate surveys and develop action plans for continuous improvement.

• Bachelors degree in Human Resource Management Business Administration Psychology or related field (Masters degree or MBA preferred).
• Recognized HR certifications such as SHRM-SCP CIPM CIPD or SPHR are highly desirable.
• 810 years of strategic HR experience with a minimum of 5 years in a leadership or managerial role including significant involvement in L&D functions.
• Proven ability to develop and execute end-to-end L&D programs that impact performance and business results.

Experience using modern learning technologies HRIS LMS and data analytics tools