• Review and assess the current organogram, staff roles, and workflow structures.
• Collaborate with the MD to design a restructured organizational chart that aligns with company strategy.
• Conduct job analysis and redesign job descriptions and reporting lines where necessary.
• Lead end-to-end recruitment efforts
• Develop clear hiring strategies for both internal teams and project-based hires.
• Implement and manage a performance appraisal system.
• Train team leads and supervisors on performance goal-setting, reviews, and feedback.
• Monitor KPIs and track employee contributions to team and organizational goals.
• Ensure the company maintains up-to-date employee records, contracts, and compliance documentation.
• Develop programs to enhance employee motivation, welfare, and satisfaction.
• Plan regular team engagement and feedback sessions.
• Address disciplinary matters with objectivity and according to policy.
• Identify training needs across departments.
• Coordinate or facilitate capacity development programs to enhance skill sets.
• Support team leads in implementing continuous learning and development strategies.
• Coordinate employee exit and offboarding processes, including exit interviews.

Qualifications

• Bachelor’s degree in Human Resources, Industrial Relations, Business Administration, or related field (Master’s degree is an advantage).
• Minimum of 3 years of progressive HR experience, with at least 2 years in a strategic or senior HR role.
• Experience in organizational structuring, policy development, and recruitment strategy is essential.
• Professional certifications (e.g., CIPM, SHRM, PHRi) are strongly preferred.

Key Competencies:

• Strategic Thinking & People Leadership
• Conflict Resolution & Mediation
• Innovative
• Adaptability & Proactivity
• Culture Building & Employee Engagement