Role Summary:
We are looking for an experienced and dynamic HR Manager with a strong focus on Talent Acquisition and Business Partnering, who can also support key development initiatives as part of HRD. The ideal candidate will be passionate about people, business strategy, and delivering results through effective talent management, including driving performance evaluation processes that promote accountability, growth, and continuous improvement.
Key Responsibilities:
Recruitment & Talent Acquisition
• Lead end-to-end recruitment processes to ensure timely hiring aligned with the company’s growth plan.
• Develop sourcing strategies and utilize diverse channels (e.g. LinkedIn, job boards, referrals) to attract top talent.
• Collaborate closely with hiring managers to understand needs, define job requirements, and ensure a great candidate experience.
• Analyze recruitment data to track performance, optimize processes, and support employer branding efforts.
• Coach and guide junior recruiters or coordinate with external agencies as needed.
HR Business Partner
• Act as a strategic partner to business units, aligning HR practices with business goals.
• Support team leaders in workforce planning, talent reviews, and performance management.
• Address employee relations matters, provide sound HR advice, and help foster a positive work culture.
• Use HR data and insights to recommend solutions that drive engagement, retention, and productivity.
• Provide coaching to managers and employees on goal-setting, feedback, and performance improvement.
• Analyze performance data to identify trends and recommend actions to enhance team and individual effectiveness.
• Align performance outcomes with rewards, promotions, and development planning processes.
• Address employee relations matters, provide sound HR advice, and help foster a positive work culture.
• Lead and manage the performance review cycle to ensure fair, transparent, and timely evaluations.
• Provide training and guidance to managers and employees on goal-setting, feedback, and performance conversations.
• Analyze performance data to identify trends and recommend actions for improvement and development.
• Align performance outcomes with compensation, promotion, and development planning processes.
Learning & Development
- Drive the development and implementation of OD strategies aligned with business and team needs.
- Assess skills gaps and recommend training solutions or Individual Development Plans (IDPs).
- Develop and manage training initiatives focusing on technical skills, leadership, and employee growth.
- Coordinate with external training providers and ensure the effectiveness of learning interventions.
- Monitor and assess the impact of training programs on employee performance and business outcomes.
- Design and implement programs to build leadership capabilities within the organization.
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