The Human Resource Manager is responsible for overseeing the organization's human resource function and ensuring effective management of the employee lifecycle. The role provides strategic and operational HR support across recruitment, onboarding, employee relations, performance management, learning and development, payroll coordination, employee records, and compliance with employment policies and applicable labour requirements.

PURPOSE OF ROLE

The purpose of the role is to:

• Develop and implement effective HR policies, procedures, and practices.
• Ensure the organization attracts, recruits, and retains suitable employees.
• Provide effective support throughout the employee lifecycle.
• Promote positive employee relations and a professional workplace environment.
• Ensure proper performance management and employee development.
• Maintain accurate and confidential employee records.
• Support compliance with employment laws, company policies, and HR best practices.
• Provide management with accurate HR reports and insights to support decision-making.
• Strengthen employee engagement, productivity, and organizational culture.

DUTIES & RESPONSIBILITIES

HR Planning & Strategy

• Develop and implement HR plans aligned with the organization's business objectives.
• Advise management on HR matters, workforce planning, and people-related decisions.
• Develop and review HR policies, procedures, and employee guidelines.
• Identify HR needs and recommend appropriate solutions.
• Monitor HR trends and recommend improvements to existing practices.

Recruitment & Selection

• Coordinate the organization's recruitment and selection processes.
• Develop and review job descriptions and person specifications.
• Work with department heads to identify staffing requirements.
• Coordinate job advertising, candidate sourcing, shortlisting, interviews, and selection.
• Ensure recruitment processes are fair, structured, and properly documented.
• Coordinate reference and background checks where applicable.
• Oversee issuance of employment contracts and other onboarding documentation.

Employee Onboarding & Offboarding

• Develop and coordinate effective employee onboarding processes.
• Ensure new employees receive relevant policies, procedures, and company information.
• Maintain onboarding records and documentation.
• Monitor probation periods and ensure timely probation reviews.
• Coordinate employee exits, including resignation, termination, clearance, and exit interviews.
• Ensure employee records are properly updated throughout the employee lifecycle.

Employee Relations & Workplace Support

• Act as a point of contact for employee concerns and workplace matters.
• Advise management and employees on HR policies and procedures.
• Handle employee grievances and disciplinary matters in accordance with company procedures and applicable employment requirements.
• Coordinate disciplinary processes and ensure appropriate documentation is maintained.
• Promote positive working relationships between employees and management.
• Support conflict resolution and workplace communication.
• Maintain confidentiality when handling sensitive employee matters.

Performance Management

• Coordinate the organization's performance management process.
• Support managers in setting employee objectives and performance expectations.
• Coordinate performance reviews and appraisals.
• Monitor performance improvement plans where required.
• Identify performance gaps and recommend appropriate interventions.
• Support managers in providing regular feedback and employee development opportunities.

Learning & Development

• Identify employee training and development needs.
• Coordinate training programs, workshops, and other learning initiatives.
• Maintain employee training and development records.
• Evaluate the effectiveness of training initiatives.
• Support career development and succession planning initiatives where applicable.

Payroll, Leave & Employee Benefits Coordination

• Coordinate with Finance on payroll-related HR information and changes.
• Maintain accurate employee information required for payroll processing.
• Monitor employee leave records and attendance.
• Ensure timely processing and approval of leave requests.
• Maintain records relating to employee benefits and statutory requirements.
• Address payroll-related employee queries and coordinate their resolution with Finance.

HR Records, Reporting & Documentation

• Maintain accurate, complete, and confidential employee records.
• Ensure employment contracts, personnel files, leave records, performance records, and other HR documentation are properly maintained.
• Prepare periodic HR reports for management.
• Track key HR metrics including headcount, recruitment, turnover, leave, absenteeism, and employee performance.
• Maintain HR databases and systems.
• Provide HR information and reports to support management decision-making.

HR Compliance & Policy Management

• Develop and implement HR plans aligned with the organization's business objectives.
• Advise management on HR matters, workforce planning, and people-related decisions.
• Develop and review HR policies, procedures, and employee guidelines.
• Identify HR needs and recommend appropriate solutions.
• Monitor HR trends and recommend improvements to existing practices.
• Coordinate the organization's recruitment and selection processes.
• Develop and review job descriptions and person specifications.
• Work with department heads to identify staffing requirements.
• Coordinate job advertising, candidate sourcing, shortlisting, interviews, and selection.
• Ensure recruitment processes are fair, structured, and properly documented.
• Coordinate reference and background checks where applicable.
• Oversee issuance of employment contracts and other onboarding documentation.
• Develop and coordinate effective employee onboarding processes.
• Ensure new employees receive relevant policies, procedures, and company information.
• Maintain onboarding records and documentation.
• Monitor probation periods and ensure timely probation reviews.
• Coordinate employee exits, including resignation, termination, clearance, and exit interviews.
• Ensure employee records are properly updated throughout the employee lifecycle.
• Act as a point of contact for employee concerns and workplace matters.
• Advise management and employees on HR policies and procedures.
• Handle employee grievances and disciplinary matters in accordance with company procedures and applicable employment requirements.
• Coordinate disciplinary processes and ensure appropriate documentation is maintained.
• Promote positive working relationships between employees and management.
• Support conflict resolution and workplace communication.
• Maintain confidentiality when handling sensitive employee matters.
• Coordinate the organization's performance management process.
• Support managers in setting employee objectives and performance expectations.
• Coordinate performance reviews and appraisals.
• Monitor performance improvement plans where required.
• Identify performance gaps and recommend appropriate interventions.
• Support managers in providing regular feedback and employee development opportunities.
• Identify employee training and development needs.
• Coordinate training programs, workshops, and other learning initiatives.
• Maintain employee training and development records.
• Evaluate the effectiveness of training initiatives.
• Support career development and succession planning initiatives where applicable.
• Coordinate with Finance on payroll-related HR information and changes.
• Maintain accurate employee information required for payroll processing.
• Monitor employee leave records and attendance.
• Ensure timely processing and approval of leave requests.
• Maintain records relating to employee benefits and statutory requirements.
• Address payroll-related employee queries and coordinate their resolution with Finance.
• Maintain accurate, complete, and confidential employee records.
• Ensure employment contracts, personnel files, leave records, performance records, and other HR documentation are properly maintained.
• Prepare periodic HR reports for management.
• Track key HR metrics including headcount, recruitment, turnover, leave, absenteeism, and employee performance.
• Maintain HR databases and systems.
• Provide HR information and reports to support management decision-making.