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Job Summary:

The HR & Admin Manager drives human resources strategies and oversees administrative operations to support a fast-moving retail and distribution environment. This role is crucial for managing high-volume recruitment for frontline staff, administering dynamic sales incentive programs, and ensuring all company facilities maintain the high hygiene and safety standards reflective of the brand's products.

Key Responsibilities

• Talent Acquisition: Drive high-volume recruitment strategies to efficiently staff corporate roles, warehouse personnel, and frontline retail teams (merchandisers, brand ambassadors, and sales promoters).

• Compensation & Performance: Administer payroll and attendance tracking, and accurately manage dynamic sales commission and KPI-based incentive structures specific to FMCG retail.

• Training & Compliance: Coordinate continuous product knowledge and customer service training, ensuring strict adherence to workplace hygiene, health, and quality standards (e.g., GMP or ISO if manufacturing is involved).

• Employee Relations: Act as a strategic business partner to resolve grievances, manage performance reviews, and implement engagement initiatives to reduce turnover in high-stress sales roles.

• Facility Administration: Oversee the maintenance of corporate offices and distribution centers, ensuring top-tier cleanliness, safety, and security protocols are strictly enforced.

• Asset & Vendor Management: Manage the company’s logistics fleet (delivery and sales vehicles), procure office supplies, handle promoter uniform distribution, and oversee outsourced cleaning and security vendors.

Job Specification (JS)

Qualifications & Skills

• Education: Bachelor’s Degree in Human Resources, Business Management, or a related discipline (an MBA or advanced HR certification is highly advantageous).

• Experience: Minimum of 5–7 years of progressive HR and Administration experience, including at least 2–3 years in a managerial role within the FMCG, retail, or consumer goods sectors.

• Industry Knowledge: Proven track record of managing a hybrid workforce, demonstrating a deep understanding of retail distribution cycles, shift work, and high-volume talent pipelines.

• Technical Skills: Deep expertise in local labor laws, proficiency in modern HRIS and payroll software, and experience designing variable compensation frameworks.

• Interpersonal Traits: Highly adaptable to rapidly changing market demands, with strong bilingual communication skills to engage effectively with both board-level executives and frontline workers.

• Problem-Solving: Decisive, resourceful, and capable of quickly resolving both employee relations disputes and logistical administrative bottlenecks.