As the HR Manager, you will play a pivotal role in shaping and executing the human resources strategy for our export business operations. You will be responsible for ensuring that HR initiatives align with business objectives, fostering a positive workplace culture, and supporting the growth and development of our employees. As the HR Manager, you will report to the Regional HR Director, and with a dotted line to the Managing Director, you will be a key liaison between the global HR function and the local business leadership.

At DNA Recruitment, we carefully review all applications and aim to contact every suitable candidate within 5 working days at the earliest. If you don’t hear from us, please consider your application unsuccessful.

Responsibilities

As the HR manager, you will be responsible for a number of tasks in the following areas:

Strategic HR Leadership:

• Develop and implement HR strategies aligned with the business goals and objectives.
• Partner with the Regional HR Director to ensure global HR initiatives are effectively localized and implemented.
• Provide strategic HR guidance to the Country Managing Director.

Talent Acquisition and Onboarding:

• Oversee the recruitment process, ensuring top talent acquisition to meet business needs.
• Collaborate with hiring managers to define role requirements and conduct effective interviews.
• Lead the onboarding process to ensure a smooth transition for new hires.

Employee Relations:

• Act as a trusted advisor to employees and managers, providing guidance on HR policies and procedures.
• Handle employee relations matters, conduct investigations, and facilitate conflict resolution.
• Promote a positive work culture and ensure a high level of employee engagement.

Performance Management:

• Implement and oversee performance management processes, including goal setting, regular check-ins, and performance reviews.
• Provide coaching and support to managers in managing performance and addressing developmental needs.

Learning and Development:

• Identify training and development needs within the organization.
• Work with the Regional HR Director to implement learning and development programs that enhance employee skills and capabilities.

Compensation and Benefits:

• Collaborate with the global HR team to ensure competitive and equitable compensation and benefits structures.
• Provide guidance on salary reviews, promotions, and bonus allocations.

HR Compliance:

• Ensure compliance with local labor laws and regulations.
• Work closely with legal and compliance teams to address any HR-related legal issues.
• Qualifications and Experience

Qualifications

In the recruitment process for HR Manager, your profile will have greater chances if you meet the following requirements:

• Bachelor’s / university degree, preferably in HR or Business Administration. International HR professional accreditations from SHRM, HRCI, or equivalent would be an added value.
• A minimum of 10 years of experience overall, with at least 5 years of experience in HR generalist leadership roles, preferably in multinational matrixed organizations, would be an added advantage. International working experience would also be an added advantage.
• Business Acumen: Strong understanding of manufacturing operations, business strategy, and the ability to align HR practices with organizational goals.
• Communication and Influencing Skills: Exceptional interpersonal skills, with the ability to communicate effectively at all levels and influence decision-making processes.
• Collaboration: Proven track record of collaborating across functions and geographies to achieve common objectives.
• Innovation: Demonstrated ability to introduce and implement innovative HR solutions.
• Result-driven: Track record of achieving measurable results and driving positive organizational change. Practical solution-driven mindset.
• Structured Thinking: Strong analytical and problem-solving skills with a structured and strategic approach to HR management.
• High levels of energy and enthusiasm and a positive attitude
• Flexibility and willingness to work with ambiguity.
• Willingness to travel up to 50% of the time, both domestically and internationally. Occasionally, more travel may be required based on business needs.

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