HR Manager

Position Summary

The HR Manager is responsible for establishing, strengthening, and managing the company's end-to-end Human Resources function. This role will ensure that all HR processes, policies, procedures, and documentation are complete, standardized, compliant, and consistently implemented across the organization.

A key priority of the role is to lead the company's transition from manual or existing HR processes to a centralized Human Resources Information System (HRIS). The HR Manager will assess current processes, recommend improvements, support HRIS selection and implementation, oversee data migration, and drive adoption across the organization.

Key Responsibilities

1. HR Processes, Policies & Documentation

• Conduct a comprehensive review and audit of existing HR processes, policies, procedures, forms, templates, and employee records.
• Identify gaps and develop the necessary HR policies, SOPs, workflows, guidelines, and documentation.
• Establish and maintain standardized HR processes covering the full employee lifecycle, including:
• Recruitment and selection
• Pre-employment requirements and background checks
• Onboarding and orientation
• Employee records management
• Attendance, leave, and timekeeping
• Compensation and benefits administration
• Performance management
• Learning and development
• Employee engagement
• Employee relations and disciplinary processes
• Promotions, transfers, and other employee movements
• Offboarding, clearance, and exit processes
• Ensure HR documentation is accurate, current, properly controlled, and readily accessible to authorized stakeholders.
• Establish appropriate document retention, confidentiality, and data privacy practices.
• Regularly review and update HR policies and procedures based on organizational needs and applicable employment regulations.

2. HRIS Development, Implementation & Migration

• Lead the company's transition to an HRIS and serve as the primary HR owner of the implementation.
• Assess current HR workflows and determine functional and technical HRIS requirements.
• Work with management and relevant stakeholders to evaluate and select an appropriate HRIS solution.
• Map existing HR processes and redesign workflows where necessary before system implementation.
• Develop an HRIS implementation and migration plan, including timelines, responsibilities, dependencies, testing, and risk management.
• Coordinate the preparation, cleansing, validation, and migration of employee and historical HR data into the new system.
• Ensure appropriate access controls, data privacy, security, and confidentiality requirements are incorporated into the HRIS.
• Coordinate system configuration, user acceptance testing, issue resolution, and go-live activities.
• Develop HRIS procedures, user guides, and training materials.
• Train HR personnel, managers, and employees on the effective use of the system.
• Monitor system adoption and continuously improve HRIS workflows, reporting, automation, and data quality.

3. HR Operations & Compliance

• Manage day-to-day HR operations and ensure timely and consistent delivery of HR services.
• Maintain complete and accurate employee records and HR databases.
• Ensure HR practices comply with applicable labor laws, company policies, contractual requirements, and data privacy regulations.
• Monitor employee movements, contracts, probationary periods, leave balances, attendance, and other HR-related requirements.
• Coordinate with payroll, finance, operations, IT, and other departments on HR-related processes.
• Establish internal HR controls and conduct periodic audits to ensure processes are being followed.

4. Talent Acquisition & Employee Lifecycle Management

• Oversee workforce requisitions, recruitment, interviewing, selection, and hiring processes.
• Develop consistent onboarding programs to ensure new employees are properly integrated into the organization.
• Maintain updated job descriptions and organizational records.
• Support managers in performance management, employee development, promotions, transfers, and succession planning.
• Manage employee separation and exit processes, ensuring complete documentation and proper clearance.

5. Performance Management & Employee Development

• Establish and maintain a structured performance management process.
• Support managers in setting objectives, conducting performance reviews, and managing performance improvement plans.
• Identify organizational training and development needs.
• Coordinate employee development initiatives and maintain appropriate training records.
• Support career development and succession planning initiatives as the organization grows.

6. Employee Relations & Engagement

• Serve as a key point of contact for employee HR concerns and inquiries.
• Provide guidance to managers on employee relations, performance, disciplinary, and workplace matters.
• Support the development of a positive, professional, and productive workplace culture.
• Develop employee engagement, communication, recognition, and retention initiatives.
• Conduct or coordinate employee surveys, exit interviews, and other feedback mechanisms and recommend appropriate actions.

7. HR Reporting & Continuous Improvement

• Establish HR metrics and dashboards covering areas such as headcount, turnover, absenteeism, recruitment, performance, training, and employee movement.
• Provide regular HR reports and insights to management.
• Use HRIS data and HR metrics to identify trends, risks, and opportunities for improvement.
• Continuously streamline, automate, and improve HR processes to increase efficiency and employee experience.
• Develop an annual HR plan and recommend priorities based on business requirements.

Key Initial Deliverables

During the initial phase of employment, the HR Manager will be expected to:

1. Complete an HR process and documentation audit and identify key gaps and risks.
2. Develop an HR policies, procedures, and documentation master list with priorities and completion timelines.
3. Document and standardize the company's end-to-end employee lifecycle processes.
4. Assess HRIS requirements and recommend an appropriate HRIS implementation and migration roadmap.
5. Clean, organize, and validate existing employee data in preparation for HRIS migration.
6. Lead HRIS configuration, testing, data migration, training, and implementation.
7. Establish core HR metrics, reporting, compliance controls, and document management standards.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, Psychology, Management, or a related field.
• Proven experience in an HR Manager, HR Generalist, HR Operations, or similar role.
• Strong working knowledge of HR policies, processes, employee relations, and employment regulations.
• Demonstrated experience developing HR policies, SOPs, workflows, and HR documentation.
• Experience with HRIS implementation, migration, administration, or process digitalization is strongly preferred.
• Strong project management and organizational skills.
• Ability to analyze existing processes, identify gaps, and develop practical solutions.
• Strong understanding of employee data confidentiality and data privacy requirements.
• Excellent communication and stakeholder management skills.
• Comfortable working in an environment where HR systems and processes are being built, standardized, or transformed.