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1. HR Strategy & Organizational Development

• Develop and execute HR strategies aligned with company goals and business direction.
• Support organizational growth through workforce planning and capability development.
• Drive organizational effectiveness, culture building, and employee engagement initiatives.
• Lead continuous improvement programs to strengthen HR systems and workplace productivity.

2. Recruitment & Talent Acquisition

• Manage full-cycle recruitment and selection processes.
• Build talent pipelines and strengthen employer branding initiatives.
• Ensure timely recruitment of qualified and high-potential employees.
• Improve onboarding experience, retention strategies, and workforce planning systems.

3. Learning & Development

• Identify training needs and competency gaps across departments.
• Design and implement learning and development programs.
• Support leadership development and succession planning initiatives.
• Monitor training effectiveness and employee growth outcomes.

4. Performance Management

• Manage performance appraisal systems, KPI alignment, and performance review processes.
• Support managers in employee coaching, development planning, and performance improvement.
• Promote a performance-driven culture with accountability and recognition.

5. Compensation & Benefits

• Oversee salary structure, payroll coordination, compensation, and benefits administration.
• Conduct market benchmarking and salary review analysis.
• Ensure fair, competitive, and compliant compensation practices.

6. Employee Relations & Engagement

• Handle employee relations matters professionally, fairly, and confidentially.
• Foster positive workplace relationships, teamwork, and employee morale.
• Lead employee engagement initiatives and internal communication activities.
• Support conflict resolution, disciplinary procedures, and grievance handling.

7. HR Operations & Compliance

• Ensure compliance with labor laws, company policies, and HR procedures.
• Maintain accurate HR records, employee databases, and documentation systems.
• Improve HR operational processes, policies, and reporting systems.
• Prepare HR reports, workforce analytics, and management updates.

8. Leadership & Team Management

• Lead, mentor, and develop the HR & Admin team.
• Provide HR guidance and coaching support to department managers.
• Collaborate with department heads to strengthen employee performance and organizational capability.

• Bachelor’s degree in Human Resources, Business Administration, Management, or related field.
• MBA, HR Diploma, or professional HR certifications will be an added advantage.
• Minimum (5–8) years of progressive HR experience with at least (2–3) years in a managerial position.
• Strong hands-on experience in recruitment, employee relations, performance management, training & development, and HR operations.
• Experience in retail, trading, manufacturing, service, or fast-growing organizations is preferred.

• Ability to align HR strategies and people initiatives with business goals and organizational growth.

• Able to lead teams effectively, influence stakeholders, and drive a positive workplace culture.

• Strong understanding of KPI systems, coaching methodologies, employee evaluation, and performance improvement.

• Able to handle HR challenges professionally, logically, and confidently.

• Passionate about employee growth, competency development, and leadership development.

• Capable of analyzing HR data, preparing reports, and supporting data-driven management decisions.

• High ethical standards with strong responsibility in handling confidential and sensitive information.