As the HR Manager, you will be pivotal 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.

HR Manager – 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

HR Manager – 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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