Areas of Responsibility

Payroll and Benefits:

• Supervise the processing of employee payroll and benefits.
• Ensure accuracy and timeliness in payroll processing.
• Assist in administering benefits programs and addressing employee inquiries.

Employee Relations:

• Address workplace issues and conflicts within legal compliance
• Coordinate investigations into employee complaints and grievances.
• Lead in developing and implementing employee engagement initiatives.
• Coordinate employee satisfaction programs and constantly monitor employee morale across the group reporting findings & potential areas of concern with management.
• Support management in advising and training managers on employee relations matters

Recruitment, Selection & Onboarding:

• Lead the implementation of recruitment strategies.
• Coordinate the selection process, this includes, developing job descriptions, conducting interviews, reference checks, background screenings, etc.
• Coordinate the development and delivery of onboarding programs.
• Support Careers SL delivers its recruitment services to its clients with the screening of applicants & generation of shortlist candidates.

HR Documentation and Record Keeping:

• Maintain and manage the organization’s Human Resource Information System (HRIS), including data input, and updates.
• Support in the implementation of HRIS-related projects and upgrades.
• Maintain and organize employee records and files, considering options for digitization using the HRIS.
• Ensure compliance with data protection and record-keeping regulations.

Compliance and Reporting:

• Ensure organizational compliance with labor laws and regulations.
• Develop, maintain & enforce all HR policies and procedures.
• Regularly audit internal systems, processes, & procedures, to identify and address compliance issues.
• Prepare and submit mandated reports to relevant authorities.
• Offer guidance and training on compliance requirements.
• Stay informed about changes in labor laws and regulations

Performance Management:

• Manage & implement the Group’s performance management structure, this includes developing and conducting regular performance evaluations.
• Identify training needs and develop training programs
• Assist in the coordination of training sessions, workshops, and seminars
• Create & maintain a culture of continuous learning and development.
• Liaise with department managers to address specific training needs.

Attendance & Leave Management

• Manage staff attendance records, ensuring that they are tracked daily
• Manage the group’s Leave Management Processes, ensuring that they are accurately tracked & monitored.

Key Competencies

The HR Manager will be critical in attracting talent, nurturing employee relations, ensuring legal compliance, enhancing workforce performance, and fostering a positive workplace culture. You should be able to handle sensitive information with discretion, adapt to change, and drive organizational success through strategic HR practices.

Some of the key competencies include

• Communication: Strong written and verbal communication skills for effectively conveying HR policies, procedures, and information to employees and management.
• Conflict Resolution & Employee Relations: Skill in managing and maintaining positive relationships between employees and the organization, addressing conflicts, and resolving workplace issues effectively.
• Compliance and HR Policies: Knowledge of labor laws, regulations, and company HR policies, ensuring that all HR practices are in compliance with legal requirements.
• Ethical and Confidentiality: A commitment to maintaining the highest ethical standards and the ability to handle sensitive employee information with discretion and confidentiality.
• Problem-Solving: Strong problem-solving skills to address HR-related challenges and find effective solutions.
• Interpersonal Skills: Strong interpersonal and relationship-building skills to effectively interact with diverse groups of employees and stakeholders.

Qualification & Experience

• Educational Background: A bachelor’s degree in Human Resources, Business Administration, or a related field is typically required.
• HR Knowledge: Strong foundational knowledge of human resources principles, practices, and applicable laws and regulations is essential.
• Experience: A minimum of 4-5 years of experience in senior HR roles is mandatory. Expected expertise & experience should include exposure to various HR functions such as recruitment, employee relations, and compliance, and preferably some exposure to HR software.

Performance Evaluation:

Your performance will be assessed based on the achievement of measurable targets and individual Key Performance Indicators (KPIs) outlined in this job description.