Manager Human Resource

(Job Profile)

1. Nature and Purpose of Position:-

The position exists for managing the Human Resource function and is responsible for developing,

administering, managing and coordinating policies and programs encompassing all aspects of human

resource management, including employment process, employee relations, compensation

programmes and services; training, health & safety; recruitment, workforce planning, budgeting;

performance management, TQM and culture-change initiatives. This position serves as the key

people advocate and developer of company talent.

2. Reports to: Director Human Resource and Administration

3. Supervises: All Human Resource Staf

4. Principal responsibility areas:-

Strategic Human Resource Management

Human Resource Operations

Workforce Planning and Budgeting

Strategic Planning

Employee Performance Management

Organization Design, Development and Efectiveness

Talent management including talent recruitment, development, retention and talent

pool/pipeline management

Compensation and benefit programs programs ___ design, development and management

Culture change initiatives and diversity management

Change management ___ plan, implement, communicate, measure and involve people across

the Organization

Employee communication and relationship management

Safety & Health programmes

5. Specific Responsibilities:-

The Manager Human Resource serves as a key member of both the business and the Human

Resource function, playing an integral role in helping the Company achieve its ambition by driving

the strategic plan into action and building a stronger Company whose success is sustained for future

generations. In this role, the Manager Human Resource will be focused on developing and executing

strategies to attract, engage, develop, reward and retain a diverse, qualified and culturally-aligned

employee base at home and abroad. The Manager Human Resource is specifically responsible for

delivering on the Company’s employee value proposition, driving employee engagement across the

entire employee lifecycle and fostering a culture that will enable the Company’s growth ambition.

Specific responsibilities include:

Serving as a strategic HR business partner and a talent solution provider across the

organization.

Leading change management eforts and initiatives across functions in the organization.

Building and fostering partnerships with the organization’s leaders and managers.

Developing and deploying workforce plans to ensure successful expansion of the organization.

Fostering Centers of Excellence to execute the Company’s workforce plan and ensure the

efective evaluating, securing and on-boarding of key talent for the organization.

Accelerating the Company’s performance culture by setting clear and meaningful objectives

for the entire organization, aligning rewards to performance, providing role clarity, driving

impactful learning and development opportunities and holding regular functional talent

reviews that will inform succession planning and career pathing across the organization.

Leading and managing the compensation and performance appraisal and objective-setting

initiatives for the organization’s entire workforce to include annual and quarterly reviews, line

manager feedback, coaching and facilitation of performance management training.

Providing coaching and support to the organization’s employees on performance

improvement plans, conflict resolution and career development.

Enabling efective movement of internal talent by focusing on continuously improving the

experience associated with the internal candidate process.

Developing and deploying compensation, benefits and recognition programs that drive a

performance culture within the organization.

Providing efective talent-related decision support through the use of timely and meaningful

data, analysis, metrics and dashboards.

Providing clear and efective employee communication across the organization.

Demonstrating managerial courage and provide timely and actionable constructive feedback

across the organization.

Resolving issues quickly and directly in order to maximize performance.

Driving continuous improvement in Human Resource team.

Ensuring that appropriate health and safety policies are developed, updated and deployed.

Providing oversight to labour relations, grievance and contract negotiations as required.

Providing oversight to ensure efective management and administration of personnel policies

and practices, and compliance with applicable laws, company policies and procedures.

6. Role:

To be,

The champion of people

The Expert Administrator

The Partner in Strategy development and deployment

Focused on the Organization and its needs (rather than the Function itself)

Consultative (rather than authoritative)

The Change agent and process consultant

7. Core Competencies:-

Credible Activist: being respected and listened to, proactively ofering a point of view and

challenging others' assumptions

Operational Executor: flawlessly executing the operational aspects of managing people and

organization

Business Ally: contributing to the success of the business by understanding its market context

and how to organize its parts to be profitable on a sustainable basis

Talent Manager/Organization Designer: mastering theory, research, and practice in both

talent management and organization design

Strategy Management: having a vision of how the organization can succeed in the

marketplace and actively shaping the strategy to fulfill its vision

Culture and Change Steward: recognizing, articulating, and shaping corporate culture and

facilitating the change processes required to keep the culture aligned with business needs

8. Required Skills:-

Experienced leader with a progressive HR mindset

Ability to develop forward-thinking HR strategies and initiatives that integrate with company's

business strategies

Detail-oriented management style

An able Change Manager with acumen to lead a growing organization and deal with

ambiguity

Ability to work with tight timeliness and multiple priorities in a highly dynamic environment

Superior communication and interpersonal skills and having ability to quickly establish

credibility and rapport with a broad set of executives

Ability to establish strong leadership presence within the business areas and demonstrate the

experience, stature and confidence to efectively address sensitive HR issues

Ability to build the required metrics to assess the impact and efectiveness of the organization

and leadership development change initiatives

9. Qualification:-

Post graduate in Human Resource Management and Administration

10. Experience:-

10 – 15 years' of Human Resource leadership background with a strong business partner and

HR Operations' exposure

With a company that has experienced significant and rapid growth, in a start up or

corporatization phase

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