Human Resources Manager at AccelerateTV

Role Summary

• The Human Resources & Admin Manager role is a strategic leadership role responsible for driving a cohesive, people-first and performance-driven culture across the Group. The role provides oversight and direction for all human resources, people operations, financial and administrative functions across multiple business units, ensuring alignment with overall business strategy and growth objectives.
• This role serves as a trusted advisor to executive leadership and business heads, balancing strategic people management with operational excellence. It requires strong leadership presence, sound judgment, and the ability to translate business goals into scalable people and operational systems that support sustainable growth.

Key Responsibilities

Human Resources Strategy & Leadership

• Develop and implement HR strategies that align with the organisation’s short‑ and long‑term business goals.
• Act as a trusted advisor to executive leadership on people, culture, performance, and organisational matters.
• Drive a people‑centric culture that promotes accountability, collaboration, inclusion, and high performance.
• Lead change management initiatives including restructuring, downsizing, growth phases, and organisational redesign.

Workforce Planning & Talent Management

• Lead workforce planning, role structuring, and headcount optimisation in line with business needs and budgetary realities.
• Oversee end‑to‑end recruitment processes including job design, sourcing, interviews, offers, onboarding, and probation management.
• Design and maintain clear career paths, job descriptions, and role expectations across the organisation.
• Support succession planning and leadership development initiatives.

Performance Management & Employee Relations

• Design, implement, and manage performance management systems, including setting, reviews, and performance improvement plans.
• Monitor overall staff performance and productivity, ensuring alignment with organisational KPIs.
• Manage employee relations issues including grievances, disciplinary processes, investigations, and conflict resolution.
• Promote a culture of feedback, fairness, and accountability, resulting in reduced disciplinary cases and improved engagement.

Financial Oversight, Compensation & Payroll Management

• Provide strategic oversight for people-related and operational financial processes across the Group, ensuring alignment with approved budgets and business priorities.
• Work closely with Finance, Executive Management, and external consultants to support annual budgeting, forecasting, and cost-control initiatives related to people and operations.
• Oversee payroll structuring, salary bands, allowances, benefits, and incentives, ensuring accuracy, internal equity, and compliance with labor laws and tax regulations.
• Review and validate payroll computations, statutory deductions, pensions, HMOs, taxes, and other regulatory remittances prior to payment.
• Lead people and operations cost-optimisation initiatives, delivering measurable cost savings without compromising staff morale, productivity, or compliance.
• Support financial audits, statutory reviews, and regulatory inquiries by providing required HR and operations documentation and explanations.
• Monitor vendor contracts and service agreements (including operations, facilities, logistics, and people services) to ensure value for money and cost efficiency.
• Track and report people and operations financial metrics to executive leadership, supporting informed decision-making and financial sustainability.

Learning & Development

• Design and implement structured Learning & Development programs aligned with organisational goals.
• Support skill development through job‑specific training, leadership development, and productivity tools.
• Champion responsible and effective use of technology and AI tools to improve efficiency and output.
• Track training impact and skill progression across teams.

Operations & Office Management

• Oversee daily operational functions including office administration, facilities management, logistics, vendors, and service providers.
• Manage vendor relationships including cleaners, drivers, security, IT support, and logistics partners.
• Ensure efficient use of operational budgets and resources.
• Manage team members to ensure compliance and implementation of the set structure and procedures.

Policies, Compliance & Risk Management

• Develop, update, and enforce HR and operational policies in compliance with labor laws and regulatory requirements.
• Ensure adherence to company policies, code of conduct, and ethical standards.
• Maintain accurate employee records, contracts, and documentation.
• Partner with legal, finance, and external consultants on audits, compliance, and risk mitigation.

Employee Welfare, & Disciplinary Management

• Oversee employee welfare initiatives across the Group, ensuring that key aspects of employee well-being, support systems, and work-life balance are effectively addressed.
• Design, implement, and manage employee benefits, welfare programs, and support mechanisms in collaboration with Finance and external service providers.
• Serve as the primary escalation point for sensitive employee relations matters, ensuring fair, consistent, and confidential handling of issues.
• Lead disciplinary processes in line with company policy and labour laws, including investigations, hearings, documentation, and resolution.
• Ensure disciplinary actions are corrective, proportionate, and focused on behavioural improvement rather than punitive measures.
• Reduce people-related risks by strengthening policy awareness, leadership accountability, and clear communication of expectations.
• Drive a culture of respect, accountability, and ethical conduct, contributing to a sustained reduction in disciplinary cases across the organisation.
• Promote open communication channels and trust between management and employees.

Reporting & Data‑Driven Decision Making

• Track and report HR and operational metrics including retention, performance ratings, costs, and engagement indicators.
• Provide regular updates and insights to management to support informed decision‑making.
• Use data to identify trends, risks, and improvement opportunities.

Key Achievements Typically Delivered by the Role

• Measurable cost reductions through strategic people and operational planning
• High staff retention rates during periods of organisational change
• Improved performance outcomes across teams
• Reduced disciplinary cases through improved structure and communication
• Successful delivery of major operational projects such as office relocation and restructuring.

Required Skills & Competencies

Technical & Professional Skills

• Strong knowledge of HR best practices, labour laws, and compliance requirements
• Proven experience in operations management and process optimisation
• Budgeting, cost control, and vendor management expertise
• Performance management and organisational development experience

Leadership & Behavioral Competencies

• Strong interpersonal and communication skills
• High emotional intelligence and conflict‑management ability
• Strategic thinking with hands‑on execution capability
• Ability to manage sensitive information with discretion and integrity
• Strong problem‑solving and decision‑making skills.

Qualifications & Experience

• Bachelor’s degree in human resources, Business Administration, Management, or a related field
• Professional HR certification
• Master’s degree in any related field is an added advantage
• Minimum of 10years’ progressive experience in HR and Operations roles
• Experience in the Media Industry is an added advantage
• Proven experience working closely with executive leadership.