The position of Manager Human Resource is responsible for managing all aspects of human resource functions including developing policies, programs for employment, compensation, training, health and safety. This position serves as the key advocate for employees and develops company talent. The manager reports to the Director of Human Resources and Administration and supervises the human resource staff. Specific responsibilities include strategic workforce planning, talent management, culture change initiatives, employee communication, and ensuring health and safety policies. The ideal candidate is an experienced HR leader with strong communication, change management, and business partnership skills.

1. Manager Human Resource
(Job Profile)
1. Nature and Purpose of Position:-
The position exists for managing the Human Resource function and is responsible for developing,
administering, managing and coordinating policies and programs encompassing all aspects of human
resource management, including employment process, employee relations, compensation
programmes and services; training, health & safety; recruitment, workforce planning, budgeting;
performance management, TQM and culture-change initiatives. This position serves as the key
people advocate and developer of company talent.
2. Reports to: Director Human Resource and Administration
3. Supervises: All Human Resource Staf
4. Principal responsibility areas:-
 Strategic Human Resource Management
 Human Resource Operations
 Workforce Planning and Budgeting
 Strategic Planning
 Employee Performance Management
 Organization Design, Development and Efectiveness
 Talent management including talent recruitment, development, retention and talent
pool/pipeline management
 Compensation and benefit programs programs ___
design, development and management
 Culture change initiatives and diversity management
 Change management ___
plan, implement, communicate, measure and involve people across
the Organization
 Employee communication and relationship management
 Safety & Health programmes
5. Specific Responsibilities:-
The Manager Human Resource serves as a key member of both the business and the Human
Resource function, playing an integral role in helping the Company achieve its ambition by driving
the strategic plan into action and building a stronger Company whose success is sustained for future
generations. In this role, the Manager Human Resource will be focused on developing and executing
strategies to attract, engage, develop, reward and retain a diverse, qualified and culturally-aligned
employee base at home and abroad. The Manager Human Resource is specifically responsible for
delivering on the Company’s employee value proposition, driving employee engagement across the
entire employee lifecycle and fostering a culture that will enable the Company’s growth ambition.

2. Specific responsibilities include:
 Serving as a strategic HR business partner and a talent solution provider across the
organization.
 Leading change management eforts and initiatives across functions in the organization.
 Building and fostering partnerships with the organization’s leaders and managers.
 Developing and deploying workforce plans to ensure successful expansion of the organization.
 Fostering Centers of Excellence to execute the Company’s workforce plan and ensure the
efective evaluating, securing and on-boarding of key talent for the organization.
 Accelerating the Company’s performance culture by setting clear and meaningful objectives
for the entire organization, aligning rewards to performance, providing role clarity, driving
impactful learning and development opportunities and holding regular functional talent
reviews that will inform succession planning and career pathing across the organization.
 Leading and managing the compensation and performance appraisal and objective-setting
initiatives for the organization’s entire workforce to include annual and quarterly reviews, line
manager feedback, coaching and facilitation of performance management training.
 Providing coaching and support to the organization’s employees on performance
improvement plans, conflict resolution and career development.
 Enabling efective movement of internal talent by focusing on continuously improving the
experience associated with the internal candidate process.
 Developing and deploying compensation, benefits and recognition programs that drive a
performance culture within the organization.
 Providing efective talent-related decision support through the use of timely and meaningful
data, analysis, metrics and dashboards.
 Providing clear and efective employee communication across the organization.
 Demonstrating managerial courage and provide timely and actionable constructive feedback
across the organization.
 Resolving issues quickly and directly in order to maximize performance.
 Driving continuous improvement in Human Resource team.
 Ensuring that appropriate health and safety policies are developed, updated and deployed.
 Providing oversight to labour relations, grievance and contract negotiations as required.
 Providing oversight to ensure efective management and administration of personnel policies
and practices, and compliance with applicable laws, company policies and procedures.
6. Role:
To be,
 The champion of people
 The Expert Administrator
 The Partner in Strategy development and deployment
 Focused on the Organization and its needs (rather than the Function itself)
 Consultative (rather than authoritative)
 The Change agent and process consultant

3. 7. Core Competencies:-
 Credible Activist: being respected and listened to, proactively ofering a point of view and
challenging others' assumptions
 Operational Executor: flawlessly executing the operational aspects of managing people and
organization
 Business Ally: contributing to the success of the business by understanding its market context
and how to organize its parts to be profitable on a sustainable basis
 Talent Manager/Organization Designer: mastering theory, research, and practice in both
talent management and organization design
 Strategy Management: having a vision of how the organization can succeed in the
marketplace and actively shaping the strategy to fulfill its vision
 Culture and Change Steward: recognizing, articulating, and shaping corporate culture and
facilitating the change processes required to keep the culture aligned with business needs
8. Required Skills:-
 Experienced leader with a progressive HR mindset
 Ability to develop forward-thinking HR strategies and initiatives that integrate with company's
business strategies
 Detail-oriented management style
 An able Change Manager with acumen to lead a growing organization and deal with
ambiguity
 Ability to work with tight timeliness and multiple priorities in a highly dynamic environment
 Superior communication and interpersonal skills and having ability to quickly establish
credibility and rapport with a broad set of executives
 Ability to establish strong leadership presence within the business areas and demonstrate the
experience, stature and confidence to efectively address sensitive HR issues
 Ability to build the required metrics to assess the impact and efectiveness of the organization
and leadership development change initiatives
9. Qualification:-
 Post graduate in Human Resource Management and Administration
10. Experience:-
 10 – 15 years' of Human Resource leadership background with a strong business partner and
HR Operations' exposure
 With a company that has experienced significant and rapid growth, in a start up or
corporatization phase
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