Human Resources Manager

Job Description
Human Resources Manager

Department:

Human Resources Reports To:

Executive Leadership / Senior Management Employment Type:

Full-Time Position Overview

We are seeking an experienced, strategic, and hands‑on

Human Resources Manager

to establish, develop, and lead the Human Resources function across our diversified, multi‑sector organization. This individual will play a key role in building a structured, efficient, and scalable HR department by developing policies, implementing standardized processes, establishing best practices, and introducing enterprise HR software and technology solutions. The successful candidate will assess our current HR practices, identify gaps and opportunities for improvement, and develop a comprehensive HR framework that supports our various business units while maintaining consistency, accountability, and operational efficiency across the organization. This role requires a professional who can balance strategic planning with practical execution, take ownership of projects from concept through implementation, and work closely with executive leadership and department heads to build a strong organizational foundation that supports continued growth.

Key Responsibilities

HR Department Development and Organizational Structure Build and establish the company's HR department, including defining its structure, responsibilities, workflows, and service delivery model. Assess existing HR practices and identify gaps, inefficiencies, and opportunities for improvement. Develop a comprehensive HR roadmap aligned with the company's growth strategy and operational requirements. Establish standardized HR policies, procedures, documentation, and internal controls across multiple business units and sectors. Define roles, responsibilities, reporting structures, and approval processes related to HR management. Develop HR standards that promote consistency across the organization while accommodating the unique needs of individual business units. Establish HR performance metrics, reporting mechanisms, and accountability frameworks. HR Systems and Enterprise Software Implementation Lead the evaluation, selection, implementation, and optimization of HR information systems (HRIS), human capital management (HCM) platforms, and other relevant enterprise software. Assess business requirements and recommend appropriate technology solutions for a multi‑entity, multi‑sector organization. Oversee the implementation of HR systems covering areas such as: Employee records and centralized personnel databases. Recruitment and applicant tracking. Employee onboarding and offboarding. Payroll administration and time and attendance. Benefits administration. Performance management and employee development. Training, certifications, and compliance tracking. Employee self‑service and management reporting. Coordinate with IT, Finance, Payroll, external consultants, and software vendors to ensure successful implementation and integration. Lead requirements gathering, system configuration, data migration, testing, user training, and rollout. Establish data governance standards, access controls, reporting procedures, and processes for maintaining accurate employee records. Drive adoption of new systems and continuously identify opportunities to automate manual processes and improve operational efficiency. HR Policies, Processes, and Standardization Develop, document, and implement comprehensive HR policies, employee handbooks, standard operating procedures, and process guidelines. Establish consistent workflows for the employee lifecycle, from recruitment through termination. Standardize processes for hiring approvals, employment agreements, onboarding, promotions, compensation changes, leaves, disciplinary matters, and offboarding. Introduce approval matrices, documentation standards, and clear lines of responsibility. Develop centralized HR documentation and ensure policies are communicated effectively and applied consistently. Review and update HR procedures as the organization grows, its workforce changes, and regulatory requirements evolve. Recruitment, Talent Acquisition, and Workforce Planning Develop a structured recruitment and talent acquisition process to support current operations and future expansion. Establish recruitment workflows, approval requirements,

job description
standards, interview procedures, and candidate evaluation frameworks. Partner with department heads to identify workforce requirements, staffing priorities, and succession needs. Improve hiring efficiency, candidate experience, and recruitment reporting. Develop onboarding programs that ensure new employees are integrated effectively into the organization. Employee Relations and Performance Management Serve as a trusted advisor to management on employee relations, workplace issues, conflict resolution, and performance matters. Develop a formal performance managemen