Role Purpose:

The HR Manager – Employee Experience is responsible for designing, implementing, and managing strategies and programs that enhance the overall employee journey across the organization. This role ensures optimal HR service delivery, drives engagement, strengthens organizational culture, and aligns people strategies with business objectives while maintaining operational excellence in HR processes

Key Duties and Responsibilities:

Employee Experience & Culture Transformation

• Develop and implement onboarding processes that deliver an excellent new joiner experience.
• Drive employee engagement initiatives and monitor their impact.
• Lead employee communication across multiple channels to ensure clarity and alignment.
• Manage employee welfare programs, team-building activities, and organizational culture initiatives.
• Design and lead communication of all benefits updates and culture initiatives.
• Champion culture transformation in collaboration with value champions by Conducting annual employee engagement surveys (EES) and manging feedback loops with HR Managers for behavioral change from EES insights

Talent Management

• Partner with the HR Managers and EXCO to create and implement robust talent strategies that facilitate the delivery of business strategic objectives.
• Design, deliver, and operationalize a rigorous, objective internal talent review process to build a reliable ready now talent bench.
• Spearhead leadership development, structured coaching models, and mentoring programs to significantly improve the depth, readiness, and agility of the talent pipeline.
• Systematically collect, analyze, and leverage diagnostic talent analytics to inform precise leadership development planning and comprehensive succession frameworks.
• Formulate, maintain, and continuously iterate structural retention and internal promotion programs to systematically safeguard institutional memory and critical talent.

Performance Management

• End-to-end management of the corporate performance management lifecycle, overseeing governance, sensitization campaigns, timelines, and performance reporting.
• Direct the development, continuous review, and optimization of the Unga Performance Management System (Hoshin Kanri - HK), ensuring airtight alignment between individual performance metrics and overall business objectives.
• Partner directly with HR Managers to cultivate a high-performance culture by facilitating goal-cascading and removing operational bottlenecks.
• Lead structured education campaigns to ensure total workforce alignment, fairness, visibility, and transparency across the entire performance management structure.

Strategic Sourcing & Talent Acquisition

• Serve as a strategic talent consulting partner to hiring managers, co-developing high-impact sourcing strategies and talent channels to secure exceptional candidates.
• Support and streamline workforce planning to ensure timely recruitment of appropriate and adequate manpower in line with organizational blueprints.
• Deploy data-led attraction strategies to secure high-caliber external professionals while carefully balancing the internal-to-external recruitment mix to support internal mobility.

Total Compensation, Benefits & Rewards

• Shape a fair, clear, and inspiring compensation system that recognizes hard work and rewards the critical technical skills that push our business forward.
• Propose agile, progressive reward models and strategic benefits partnerships that give our teams great value and keep us competitive, while staying smart with our budget.
• Conduct structured, data-driven salary benchmarking exercises via standard market surveys to secure equity, compliance, and top-market competitiveness.
• Collaborate dynamically with Sales and Finance leaders to govern, iterate, and incentivize growth through the Sales Commission Plan structure.
• Oversee the administration and high-tier vendor management of the Group Medical and Pension schemes to ensure maximum returns and employee security.
• Build fun, value-driven recognition programs that highlight and celebrate the positive everyday behaviors that define our culture.
• Drive corporate Job Evaluation exercises to guarantee robust internal and external parity, building an equitable foundation for reward structures.

Policy Development, Governance & Risk

• Drive total compliance, legal safety, and alignment with statutory legislative environments through rigorous, continuous reviews of HR policies and standard operating procedures (SOPs).
• Provide expert advisory and procedural partnership to the business in enforcing fair, legally compliant, and corrective disciplinary processes.
• Maintain and update the ER/IR and labour dispute register
• Drive policy changes to be in line with best practice and legal compliance
• Design and lead communication of all benefits updates and culture initiatives.
• Proactively audit HR environment to identify new and emerging risks and implement strategies to mitigate.

HR Analytics & Reporting

• Coordinate the centralized HR budgeting process, tracking operational expenditures (OPEX) and cost management metrics.
• Create comprehensive, executive-ready financial reports details on HR cost variations, fiscal leakages, and savings options.
• Establish an analytical framework to monitor, review, and report on critical HR performance metrics including productivity, labor efficiency index, and optimal staff utilization models.
• Maintain an active pulse on industry macro-trends, submitting proactive briefs to the Group HR Director to continuously modernize company policies and frameworks.
• Any other duty assigned.

Job Requirements

Minimum Requirements:

• A Bachelor’s degree in Human Resource Management/Social Sciences or a related field.
• A relevant Masters’ degree is an added advantage.
• A professional qualification in HR with Membership to a relevant professional body.
• Valid IHRM practicing certificate
• Minimum 7 years of progressive HR experience, with at least 3 years in mid-to-senior management
• Hands on experience in a majority of HR key areas such as recruitment, culture transformation, remuneration and benefits, performance management, etc
• Proficient in use of HRMIS & Microsoft suites
• Good analytical skills
• Good negotiation and communication skills

Key Attributes/ Competencies:

• Commercial acumen
• Lead change
• Advance strategy
• Drive execution
• Develop self and others

• Develop and implement onboarding processes that deliver an excellent new joiner experience.
• Drive employee engagement initiatives and monitor their impact.
• Lead employee communication across multiple channels to ensure clarity and alignment.
• Manage employee welfare programs, team-building activities, and organizational culture initiatives.
• Design and lead communication of all benefits updates and culture initiatives.
• Champion culture transformation in collaboration with value champions by Conducting annual employee engagement surveys (EES) and manging feedback loops with HR Managers for behavioral change from EES insights
• Partner with the HR Managers and EXCO to create and implement robust talent strategies that facilitate the delivery of business strategic objectives.
• Design, deliver, and operationalize a rigorous, objective internal talent review process to build a reliable ready now talent bench.
• Spearhead leadership development, structured coaching models, and mentoring programs to significantly improve the depth, readiness, and agility of the talent pipeline.
• Systematically collect, analyze, and leverage diagnostic talent analytics to inform precise leadership development planning and comprehensive succession frameworks.
• Formulate, maintain, and continuously iterate structural retention and internal promotion programs to systematically safeguard institutional memory and critical talent.
• End-to-end management of the corporate performance management lifecycle, overseeing governance, sensitization campaigns, timelines, and performance reporting.
• Direct the development, continuous review, and optimization of the Unga Performance Management System (Hoshin Kanri - HK), ensuring airtight alignment between individual performance metrics and overall business objectives.
• Partner directly with HR Managers to cultivate a high-performance culture by facilitating goal-cascading and removing operational bottlenecks.
• Lead structured education campaigns to ensure total workforce alignment, fairness, visibility, and transparency across the entire performance management structure.
• Serve as a strategic talent consulting partner to hiring managers, co-developing high-impact sourcing strategies and talent channels to secure exceptional candidates.
• Support and streamline workforce planning to ensure timely recruitment of appropriate and adequate manpower in line with organizational blueprints.
• Deploy data-led attraction strategies to secure high-caliber external professionals while carefully balancing the internal-to-external recruitment mix to support internal mobility.
• Shape a fair, clear, and inspiring compensation system that recognizes hard work and rewards the critical technical skills that push our business forward.
• Propose agile, progressive reward models and strategic benefits partnerships that give our teams great value and keep us competitive, while staying smart with our budget.
• Conduct structured, data-driven salary benchmarking exercises via standard market surveys to secure equity, compliance, and top-market competitiveness.
• Collaborate dynamically with Sales and Finance leaders to govern, iterate, and incentivize growth through the Sales Commission Plan structure.
• Oversee the administration and high-tier vendor management of the Group Medical and Pension schemes to ensure maximum returns and employee security.
• Build fun, value-driven recognition programs that highlight and celebrate the positive everyday behaviors that define our culture.
• Drive corporate Job Evaluation exercises to guarantee robust internal and external parity, building an equitable foundation for reward structures.
• Drive total compliance, legal safety, and alignment with statutory legislative environments through rigorous, continuous reviews of HR policies and standard operating procedures (SOPs).
• Provide expert advisory and procedural partnership to the business in enforcing fair, legally compliant, and corrective disciplinary processes.
• Maintain and update the ER/IR and labour dispute register
• Drive policy changes to be in line with best practice and legal compliance
• Design and lead communication of all benefits updates and culture initiatives.
• Proactively audit HR environment to identify new and emerging risks and implement strategies to mitigate.
• Coordinate the centralized HR budgeting process, tracking operational expenditures (OPEX) and cost management metrics.
• Create comprehensive, executive-ready financial reports details on HR cost variations, fiscal leakages, and savings options.
• Establish an analytical framework to monitor, review, and report on critical HR performance metrics including productivity, labor efficiency index, and optimal staff utilization models.
• Maintain an active pulse on industry macro-trends, submitting proactive briefs to the Group HR Director to continuously modernize company policies and frameworks.
• Any other duty assigned.

• Good analytical skills
• Good negotiation and communication skills
• Commercial acumen
• Lead change
• Advance strategy
• Drive execution
• Develop self and others

• A Bachelor’s degree in Human Resource Management/Social Sciences or a related field.
• A relevant Masters’ degree is an added advantage.
• A professional qualification in HR with Membership to a relevant professional body.
• Valid IHRM practicing certificate
• Proficient in use of HRMIS & Microsoft suites