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Position Purpose
The Senior Human Resources manager provides strategic leadership and operational oversight of the Human Resources function, ensuring that the organization's people strategies align with its corporate vision, business objectives, and long-term growth plans.
The position serves as the second highest authority within the Human Resources Department and acts as a strategic business partner to Executive Management and the Board of Directors. The Senior HR manager is responsible for leading workforce planning, organizational development, talent management, succession planning, employee engagement, performance management, HR governance, compliance, and culture transformation while ensuring operational excellence throughout the organization.
The role is expected to build a high-performing workforce capable of supporting sustainable business growth through modern HR practices and continuous organizational improvement.
Key Responsibilities
1. Strategic Human Resource Leadership
- Develop and execute the organization's Human Resource Strategy aligned with corporate objectives.
- Advise Executive Management and the Board on workforce strategy and organizational effectiveness.
- Participate in corporate strategic planning and business transformation initiatives.
- Lead HR digital transformation and continuous improvement projects.
- Establish annual HR strategic objectives and departmental KPIs.
- Drive organizational culture initiatives that support innovation, accountability, and performance.
- Ensure HR initiatives contribute directly to business growth and operational excellence.
2. Organizational Development (OD)
- Design and continuously improve the organizational structure.
- Lead organizational redesign and restructuring initiatives.
- Develop workforce capability and organizational effectiveness strategies.
- Implement succession planning for critical leadership positions.
- Establish competency frameworks for all organizational levels.
- Develop leadership development programs for future executives.
- Lead organization-wide change management initiatives.
3. Talent Acquisition & Workforce Planning
- Develop long-term manpower planning aligned with business expansion.
- Establish strategic recruitment plans and employer branding initiatives.
- Oversee executive recruitment and key leadership hiring.
- Ensure recruitment processes meet quality, diversity, and compliance standards.
- Build talent pipelines for future organizational needs.
- Monitor recruitment KPIs including Time-to-Hire, Cost-per-Hire, and Quality-of-Hire.
4. Performance Management & Talent Development
- Lead the company's performance management framework.
- Establish performance evaluation systems aligned with business objectives.
- Develop Key Performance Indicators (KPIs) across all departments.
- Monitor organizational performance and recommend improvement initiatives.
- Lead Performance Improvement Plans (PIP).
- Develop career pathways and succession plans.
- Promote a high-performance culture through continuous coaching and development.
5. Learning & Leadership Development
- Develop the corporate Learning & Development strategy.
- Conduct organization-wide Training Needs Analysis (TNA).
- Establish leadership development and management training programs.
- Implement competency-based learning initiatives.
- Evaluate training effectiveness using measurable business outcomes.
- Develop future leaders through succession and mentoring programs.
6. Compensation, Benefits & Rewards
- Develop competitive compensation and benefits strategies.
- Conduct salary benchmarking and market analysis.
- Review salary structures and grading systems.
- Lead annual salary review and promotion exercises.
- Design employee recognition and incentive programs.
- Ensure internal pay equity and external market competitiveness.
- Monitor compensation costs while maintaining financial sustainability.
7. Employee Relations & Corporate Culture
- Foster a positive, ethical, and inclusive work environment.
- Develop employee engagement and retention strategies.
- Lead employee satisfaction surveys and action planning.
- Resolve complex employee relations matters.
- Provide executive coaching to department leaders.
- Promote organizational values and corporate culture.
- Oversee disciplinary procedures and conflict resolution.
8. HR Governance, Compliance & Risk Management
- Develop and maintain HR governance frameworks.
- Ensure compliance with labor laws, employment regulations, and internal policies.
- Lead HR audits and compliance reviews.
- Manage HR-related legal risks.
- Develop HR Standard Operating Procedures (SOPs).
- Review employment contracts and policy documents.
- Maintain confidentiality and ethical standards throughout HR operations.
9. HR Operations & Digital Transformation
- Oversee HR operations to ensure efficient service delivery.
- Lead HRIS implementation and optimization.
- Improve HR workflow automation and digital processes.
- Monitor HR service quality and employee experience.
- Ensure accurate employee records and HR reporting systems.
10. HR Analytics & Executive Reporting
- Develop executive HR dashboards.
- Analyze workforce trends and organizational metrics.
- Monitor turnover, absenteeism, productivity, engagement, and retention.
- Present strategic HR reports to Executive Management and the Board.
- Use workforce analytics to support strategic decision-making.
11. Financial Management & Budget Control
- Prepare the annual Human Resources budget.
- Monitor departmental expenditures.
- Evaluate return on investment (ROI) for HR initiatives.
- Implement cost optimization without compromising employee experience.
- Support business planning through workforce cost forecasting.
12. Stakeholder & Business Partnership
- Serve as a trusted advisor to senior leadership.
- Collaborate with Finance, Operations, Legal, IT, and other departments.
- Support mergers, acquisitions, restructuring, and expansion initiatives where applicable.
- Represent the organization in HR-related external engagements.
Key Performance Indicators (KPIs)
Performance will be evaluated based on:
- Recruitment Efficiency
- Employee Retention Rate
- Employee Engagement Score
- Time-to-Fill Vacancies
- Leadership Succession Readiness
- Performance Review Completion Rate
- Training Effectiveness
- Compliance Audit Results
- HR Budget Performance
- HR Service Delivery Standards
- Organizational Productivity
- Culture and Employee Satisfaction Index