The HR Manager is responsible for designing, developing, standardizing, and continuously improving the organization's people management framework. This role leads Talent Acquisition, Learning & Organizational Development, Culture & Engagement, and Total Rewards & HR Policy to ensure organizational capability, employee experience, and sustainable business growth.

1. Essential Duties and Responsibilities

1. HR Policy, Governance & Compliance

• Develop, review, and continuously improve HR policies, regulations, and procedures to ensure alignment with business objectives and legal requirements.
• Establish and standardize HR governance frameworks, SOPs, and authority matrix across the organization.
• Ensure effective communication, implementation, and compliance of HR policies and labor regulations.
• Monitor policy effectiveness and recommend improvements to support organizational growth and operational excellence.

2. Talent Acquisition & Employer Branding

• Develop and implement talent acquisition strategies aligned with workforce planning and business growth.
• Build and maintain talent pipelines for critical and leadership positions.
• Establish recruitment frameworks, competency-based interviewing processes, and selection standards.
• Lead employer branding initiatives to strengthen the company’s attractiveness in the labor market.

3. Learning, Leadership & Organizational Development

• Design and implement company-wide Learning & Development strategies.
• Develop competency frameworks, career paths, and succession planning programs.
• Establish leadership development programs for managers and future leaders.
• Lead organizational development and change management initiatives.

4. Culture & Employee Engagement

• Develop and implement organizational culture strategies aligned with company values.
• Define and strengthen Employee Value Proposition (EVP).
• Lead employee engagement and internal communication initiatives.
• Design recognition and reward programs.

5. Total Rewards

• Design and continuously improve compensation and benefits strategies.
• Develop job architecture, grading, and leveling frameworks.
• Build salary structures and incentive programs.

6. HR Analytics & Workforce Insights

• Develop HR dashboards and workforce analytics.
• Analyze workforce trends, productivity, engagement, and retention metrics.
• Provide insights and recommendations to management.
• Lead strategic HR transformation initiatives.
• Drive HR digitalization and process improvement initiatives

7. Administration Management

• Develop and standardize administrative policies, procedures, and workplace management practices to ensure operational efficiency.
• Oversee office administration, facilities, assets, vendors, and workplace services across the organization.
• Ensure a safe, professional, and productive working environment for employees.
• Manage administrative budgets and optimize operating costs.

Education:

• Bachelor's degree or above in Human Resources Management, Business Administration, Law, Psychology, Organizational Development, or other related fields.
• Professional certifications and/or a Master's degree in Human Resources, Organizational Development, Talent Management, or related disciplines are highly preferred.

Experience:

• Minimum 7–10 years of comprehensive Human Resources experience, including at least 3–5 years in leadership roles such as HR Manager, HRBP Manager, Organizational Development (OD), Talent Management, or HR Center of Excellence (COE).
• Demonstrated success in building, implementing, and continuously improving HR frameworks and systems, including Talent Management, Performance Management, Competency Frameworks, Career Pathing, Succession Planning, Compensation & Benefits, and HR Policies.
• Experience in leading organizational development, change management, and HR transformation initiatives is highly preferred.
• Candidates with experience in Pharmaceutical, Dermocosmetics, FMCG, Retail, Healthcare, or Distribution industries will be highly preferred, particularly those operating in fast-growing and performance-driven organizations.
• Strong knowledge of Talent Management, Organizational Development (OD), Learning & Development (L&D), Compensation & Benefits (C&B), Performance Management, Workforce Planning, HR Analytics, Labor Law, and HR Compliance.
• Solid understanding of organizational design, job architecture, workforce planning, and talent development practices.

Skills:

• Strong communication, presentation, and facilitation skills.
• Excellent analytical and problem-solving skills.
• Project management and cross-functional collaboration skills.
• Proficiency in Microsoft Office (Excel, PowerPoint) and HRIS systems.
• Ability to develop reports, dashboards, and HR metrics.
• Good command of English is preferred.

Key Competencies:

• Organizational Development
• HR System & Policy Design
• Strategic Thinking
• Change Management
• Leadership & People Development
• Talent Management
• HR Analytics & Data-Driven Decision Making
• Knowledge & Expertise