• • • Strategic HR Leadership: Review the current human resource strategies and policies and ensure it aligns with the company's overall business objectives. Overseeing the recruitment, selection and onboarding of new employees. Managing employee performance, learning and development, and training programmes. Fostering a positive and inclusive work culture that promotes employee engagement and retention.
    • Talent Acquisition & Workforce Planning: Review the current recruitment & retention strategies to retain top talent. Lead employer branding initiatives and ensure workforce planning aligns with business needs.
    • Employee Relations: Resolve complex employee relations issues while ensuring a fair and consistent approach. Provide mediation, conflict resolution and proactive strategies to enhance employee satisfaction and reduce grievances.
    • Performance Management & KPI Development: Develop Key Performance Indicators (KPIs) for HR department and its’ employees, ensuring alignment with the company’s strategic objectives, vision and mission. Drive the performance evaluation process, ensuring clear objectives and continuous feedback mechanisms. Implement performance improvement plans, coaching programs and goal-setting frameworks to optimise employee productivity.
    • Training & Development: Drive initiatives to strengthen employee’s skills and career progression through targeted training programs and leadership development. Regularly review training plans to ensure all staff receive the essential development they need.
    • Compensation & Benefits: Review current salary structures, compensation & benefits and incentive programs to ensure competitiveness and compliance. Conduct market research, benchmark salaries, and manage reward systems to attract and retain employees. Coordinate the annual increment and bonus cycle based on approved guidelines, budget and performance outcome. The process includes collation of appraisal results and performance ratings as well as preparation of board paper.
    • HR Compliance: Ensure adherence to labor laws, workplace policies, and regulatory requirements. Conduct audits, maintain updated compliance documentation and provide training on workplace policies.
    • HR Budget Planning & Management: Prepare and manage the annual HR budget. Monitor and control HR expenditures to ensure cost-effectiveness and alignment with corporate financial goals.
    • Culture & Employee Engagement: Foster positive workplace culture and resolve conflicts as well as develop initiatives to improve employee satisfaction via engagement activities.

Qualifications & Skills:

• • • Bachelor’s degree in Human Resources, Business Administration, or a related field (Master’s preferred).
    • Minimum 15 years of progressive HR experience, with at least 7 years in a managerial role.
    • Strong understanding of labor laws, HR best practices, and compliance requirements.
    • Proven experience in talent management, employee relations, and organisational development.
    • Excellent leadership, communication, and interpersonal skills.
    • Strong analytical and problem-solving abilities.
    • Proficiency in HR software and data-driven decision-making.

Key Competencies:

• • • Strategic Thinking
    • Leadership & Team Management
    • Conflict Resolution & Negotiation
    • Organisational Development
    • Adaptability & Change Management
    • Employee Engagement & Retention
    • Ethical Judgment & Integrity