Role Overview

The Human Resource Manager will be responsible for shaping HR policies, driving employee performance, and managing compensation and benefits. This role is central to ensuring compliance, fostering employee relations, and aligning HR strategy with the company’s growth objectives. The HR Manager will also provide leadership and mentorship to the HR team, ensuring high standards of staff engagement, retention, and satisfaction.

Key Responsibilities

Policy Development and Compliance – Formulate, review, and enforce HR policies and procedures in line with labor laws.

Performance Management – Implement systems to track, evaluate, and enhance employee performance.

Employee Relations – Foster a positive work culture by managing grievances and employee engagement.

Compensation and Benefits Management – Oversee fair and competitive remuneration structures.

Strategic HR Planning – Support workforce planning to meet organizational goals.

HR Metrics and Reporting – Provide accurate data-driven insights to guide management decisions.

Objectives and Key Results (OKRs)

Maintain staff gaps below 5% and reduce time-to-fill vacancies to under 30 days.

Achieve 80% performance ratings for at least 80% of new hires within 3 months.

Maintain overall staff performance at 80% or higher.

Ensure employee retention rate remains above 90% and attrition below 10%.

Maintain ESAT score at 80%+ and daily attendance above 98%.

Ensure compliance with labor laws and 100% accuracy in HR records.

Guarantee annual training coverage for all employees with satisfaction scores above 85%.

Resolve 95% of grievances within 30 days.

Monitor HR costs as a percentage of operating expenses while adhering to the recruitment budget.

Qualifications

Bachelor’s degree in Human Resource Management, Business Administration, or a related field.

Master’s degree or MBA (preferred).

Professional Certifications:

Certified Human Resources Professional (CHRP).

Senior Professional in Human Resources (SPHR) or SHRM Certification (preferred).

5–7 years of progressive HR experience, with at least 2 years in a managerial role.