Group Human Resource Manager

Job Summary The Group Human Resource Manager is responsible for leading and managing the overall Human Resources function across the Group’s business units and subsidiaries. This role develops and implements HR strategies, policies, and programs that align with the Group’s business objectives while ensuring compliance with employment laws and best practices. The Group HR Manager oversees talent acquisition, employee relations, performance management, compensation and benefits, training and development, organizational development, and workforce planning. Key Responsibilities 1. Strategic Human Resource Management · Develop and implement Group HR strategies that support business growth and organizational objectives. · Partner with senior management to align HR initiatives with corporate goals. · Drive organizational development and change management initiatives. · Establish HR policies, procedures, and best practices across all subsidiaries and business units. 2. Talent Acquisition and Workforce Planning · Lead manpower planning and recruitment strategies across the Group. · Ensure effective sourcing, selection, and onboarding of employees. · Develop succession planning and talent management programs. · Build employer branding initiatives to attract high-quality talent. 3. Performance Management · Design and manage the Group’s performance appraisal system. · Monitor employee performance and facilitate performance improvement plans where necessary. · Support managers in setting performance objectives and conducting evaluations. · Promote a high-performance culture throughout the organization. 4. Compensation and Benefits · Develop and review compensation and benefits structures to ensure competitiveness and equity. · Conduct salary benchmarking and market analysis. · Manage annual salary reviews, bonuses, incentives, and employee benefits programs. · Ensure payroll governance and compliance across all entities. 5. Learning and Development · Identify training needs and develop annual training plans. · Implement leadership development and employee capability-building programs. · Monitor training effectiveness and return on investment. · Promote continuous learning and professional development. 6. Employee Relations and Engagement · Foster positive employee relations and maintain a productive work environment. · Manage disciplinary matters, grievance handling and conflict resolution. · Develop employee engagement and retention programs. · Conduct employee surveys and recommend improvement initiatives. 7. HR Compliance and Governance · Ensure compliance with labor laws, employment regulations, and statutory requirements. · Maintain HR policies and employee handbook updates. · Manage HR audits and regulatory reporting requirements. · Ensure proper maintenance of employee records and HR documentation. 8. HR Operations and Systems · Oversee HR administration and operational efficiency. · Manage HR information systems (Infotech HRMS). · Analyze HR metrics and prepare management reports. · Drive process improvements and digital transformation initiatives within HR. 9. Leadership and Team Management · Lead, mentor, and develop HR team members across the Group. · Establish departmental goals and monitor team performance. · Promote collaboration and consistency in HR practices across business units. Qualifications Education · Bachelor’s Degree in Human Resource Management, Business Administration, Psychology, or related field. Experience · Minimum 8–12 years of progressive HR experience. · At least 5 years in a managerial or senior HR leadership role. · Experience managing HR functions across multiple business units or subsidiaries is preferred. · Experience in strategic HR planning and organizational development. Skills and Competencies · Strong knowledge of employment laws and HR best practices. · Strategic thinking and business partnering skills. · Excellent leadership and people management abilities. · Strong interpersonal, communication, and negotiation skills. · Ability to handle confidential information with discretion. · Proficiency in Infotech HRMS and Microsoft Office applications. · Strong analytical and problem-solving skills. · Experience in change management and organizational transformation. Key Performance Indicators (KPIs) · Employee turnover and retention rates. · Recruitment cycle time and quality of hire. · Employee engagement scores. · Training effectiveness and development outcomes. · HR compliance and audi…