HR Manager

Roles and responsibilities

• Develop and implement a performance management framework, incorporating best practices, methodologies, and tools.
• Coordinate with department heads to align KPIs with organisational objectives and ensure they are SMART (specific, measurable, achievable, relevant, time-bound).
• Monitor and track performance against KPIs, providing reports to executive management and recommending corrective actions when necessary.
• Communicate and ensure effective transfer of knowledge on performance goals and KPIs across departments.
• Use data analytics to assess the impact of performance management strategies and propose continuous improvements based on feedback and analysis.
  
  

The Successful Applicant

• Bachelor's degree in Human Resources, Business Administration, Organisational Development, or a related field. Master's degree is highly preferred.
• Professional certifications in Performance Management, HR, or related areas (such as CIPD, SHRM, or similar) are highly desirable.
• Proven experience in designing and implementing performance management frameworks, including KPIs at corporate, departmental, and individual levels.
• Strong knowledge of performance management methodologies, tools, and best practices.
• Proficiency in data analytics and utilising performance data to track progress, assess effectiveness, and recommend corrective actions.
• Excellent analytical, communication, and interpersonal skills, with a track record of engaging effectively with senior stakeholders and executives.
  

What's on Offer

• Attractive compensation package
• Opportunity for growth within a high-profile government-linked entity

Desired candidate profile

• Interpersonal Skills: Strong ability to build relationships, resolve conflicts, and communicate effectively with employees at all levels.

• Recruitment and Talent Acquisition: Expertise in sourcing, interviewing, and selecting candidates who align with the organization’s needs and culture.

• Performance Management: Skills to develop and implement performance appraisal systems that motivate employees and enhance productivity.

• Employee Development: Knowledge of training and development practices to foster employee growth and skill enhancement.

• Organizational Skills: Ability to manage multiple tasks, maintain accurate records, and ensure compliance with regulations and policies.

• Strategic Thinking: Capability to align HR initiatives with organizational goals and contribute to overall business strategy.

• Legal Knowledge: Understanding of employment laws and regulations to ensure compliance and mitigate risks.

• Change Management: Skills to effectively guide organizations through transitions, including restructuring and cultural changes.

• Data Analysis: Proficiency in analyzing HR metrics to inform decision-making and improve workforce management.

• Cultural Awareness: Sensitivity to diverse backgrounds and perspectives, promoting an inclusive and equitable workplace.