The HR Manager plays a pivotal role in shaping and executing the human capital strategy of the organization. As a strategic business partner, the role spans across talent acquisition, organizational design, employee engagement, performance management, compliance, and a critical focus on Learning & Development (L&D). This role is responsible for building a future-ready workforce by fostering continuous learning, leadership development, and talent capability enhancement aligned with organizational goals.
Job Details
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.
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.
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.
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.
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.
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.
Requirements
- Bachelor’s degree in Human Resource Management, Business Administration, Psychology, or related field (Master’s degree or MBA preferred).
- Recognized HR certifications such as SHRM-SCP, CIPM, CIPD, or SPHR are highly desirable.
- 8–10+ 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
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