HR Manager  

The HR and Admin Manager is mainly responsible for supporting all activities related to employee life cycle from Recruitment, Selection, Contracting, Onboarding, Training & Development, Performance Management, Compensation and Benefits administration, Off-boarding and Retirement. The HR and Admin Manager is also responsible for overseeing the Administration services and leading the the Admininstrative staff, custodians and messengers.

Specific responsibilities include:

1. Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
2. Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.

3. Ensure accurate and timely processing of payroll and administration of benefits.

4. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.

5. Creates learning and development programs and initiatives that provide internal development opportunities for employees.
6. Oversees employee disciplinary meetings, terminations, and investigations.
7. Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as investigating allegations of wrongdoing, and terminations.
8. Maintains compliance with local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
9. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law
10. Organizes annual company events, introduces and/or sustains employee engagement activities that promote camaraderie as well as the company culture and values
11. Drafts HR Policies, presents to Management for approval and cascades to employees prior to implementation
12. Ensures compliance with performance management process and monitors department Heads in ensuring that all their team members have and are aware of their Key Performance Indicators (KPIs)

• Graduate of Psychology, Human Resource Management or any related course
• Graduate studies, specifically in Human Resources or Organizational Development, preferred but not required
• At least 8 years of relevant work experience
• Must be knowledgeable in most facets of HR such as, but not limited to, Recruitment, Compensation & Benefits, Payroll, Training & Development and Employee Relations
• Must have Business Acumen necessary to be an effective HR Business Partner
• Must be people-oriented necessary to balance business strategies with the interests of the employees