Job Description Sample

A) Job Description - Manager-Human Resources

I. Job Title: - Manager-Human Resources
II. Grade: - Senior Management
III. Level:- M2
IV. Job Purpose: - Major role of this position is to deliver people management strategies which
support the Company’s overall strategic aims and objectives. The jobholder will be
expected to contribute at both a strategic and operational level in order to identify HR
priorities and recommend appropriate people management solutions which support
business aims, in addition to providing a customer focused HR Service.
V. Reporting Line:-
 Direct:- Managing Director
B) Major Responsibilities:
1. Strategic HR Planning
 In consultation with the MD, prepare and implement the annual HR Plan to support the overall
strategic aims and objectives of the Board.
 Identify, design and implement strategic HR projects, as and when required.
 Support organizational effectiveness through proper alignment of people, processes, and
culture with business strategies; ensuring the people-perspective is represented in business
decisions so implications are understood and the workforce is proactively managed;
 Participate in the establishment of business unit plans to effectively communicate business
strategies and objectives, implementing change initiatives designed to support those goals; and
helping translate strategy into solutions, actions, and results;
 Assess the impact of business decisions on the workforce and providing solutions to optimize
opportunities and mitigate any downsides;
 Partner with business and HR leaders to assess current talent and develop long term talent
strategies that establish required competencies and skill levels and that ultimately improve the
performance of the organization;

2. HR Management
 Provide hands-on support to employees and managers to better understand and utilize HR
tools, processes and policies; maximizing organizational effectiveness, improving performance,
ensuring compliance; and balancing the demands of business objectives with the need for
consistency across the Company;
 Advise and assist line managers in achieving business goals through appropriate interventions;
implementing and managing HR resource solutions, programs and services to maximize the
achievement of short- and long range business objectives (e.g., change initiatives, employee
relations, talent and performance management/development, talent acquisition, diversity,
retention and engagement, employee communication, and HR programs and services).
 Keep up to date with legal developments and advise management on compliance and risk
factors.
 Manage investigations, disciplinary and grievance matters in conjunction with the Divisional
Heads.
  Provide advice and guidance on individual employee relations cases, ensuring that these are
well managed and meet the requirements of the Board’s policies, best practice and
employment legislation.
 Develop and maintain an effective partnership with the Employee Union ensuring consultation
and communication practices are routinely adopted to enable management to make effective
decisions and successfully implement proposals.
 Ensure that staffs are informed and updated on key business and organizational issues.

3. HR Policies Review and Up gradation

 Develop, implement and maintain HR policies and procedures to ensure effective, fair and
consistent management of staff throughout the organization, and ensure that the staff
handbook is comprehensive and up-to-date.
 Ensure that managers and staff are aware of the policies and procedures and able to operate
them effectively.

4. Performance Management System

 Monitor and review the system of performance appraisal and continually develop as necessary,
ensuring that annual appraisals are carried out in a timely manner and followed up.
 Design KRAs and KPIs in coordination with all the line managers in alignment with our company
vision, mission and objective and ensure its execution on timely manner.
 Develop and guide all the line managers about SOPs for performance management system and
ensure its proper implementation

5. Learning and Development

 Consult with line managers; follow up individual development needs and source external
training provision as and when required, monitoring training costs against budget allocated.
 Administer the evaluation of all learning and development activities.
 Make recommendations on a cost-effective management development program to support the
Board’s people management strategies.
 Maintain training records for all staff and assist with any training initiatives, as required.

6. Compensation and Benefits

 Gather and analyze market data to measure the competitiveness of the Company’s
compensation and benefits package, and make recommendations as appropriate.
 Assist with the annual salary review process, as and when required.
7. Others
 Represent HR and participate in various internal groups and committees across the
organization.
 Review and manage new starter and leaver processes, including conducting exit interviews for
all staff.
 Manage various leaves administration and flexible working requests.
 Monitor HR trends throughout the organization and provide management information on Key
Performance Indicators to the MD as appropriate.
 In consultation with the MD, manage the implementation of HR systems and develop where
necessary.
 Manage health issues and medical referrals as well as insurance benefits
 Manage the information held on the HR database and personnel files to ensure it is updated in
a timely and accurate manner and complies with any legal or data protection policies.
 Maintain cordial relationship with external agencies, including recruitment agencies,
recruitment advertising agencies, trainers and suppliers of other HR products and services

C) Job Specifications:

 Completion of a Master's degree at an accredited college or university with specialization in Human

Resource
 More than 5 years of human resource experience and management experience with the day-to-day
human resource issues of an organization of at least 200 staff persons.
 Proven records of leading team and worked under pressure.
 Excellent communication skills and leadership qualities.
 Knowledge of Labor Laws, regulations, and rules governing work requirements of staffs.
 Sound knowledge of Organizational development, human resources, and program operations.
 General office software, particularly the Microsoft Office and payroll software
 Strong presentation abilities with strong analytical and presentation skills.
 Demonstrate excellent interpersonal, organizational, and verbal and written communication skills.
 Ability to:
o Challenge existing systems and devise a new and improved systems
o Work under pressure and in varying working scenario
o Supervise staff, including regular progress reviews and plans for improvement.
o Communicate effectively in both written and verbal form.
 Excellent skills in management techniques, budgeting, and counseling, business planning and
organizational system design.
 Must have knowledge on salary compensation, equal opportunity, pay roll, career planning.
  Tracking Budget Expenses, Staffing, Quality Management, Managing Processes, Organization,
Coaching, Communication Processes, Disciplining Employees, Motivating Others, Promoting
Process Improvement, Reporting Skills
 Exceptional organizational and administrative skills
 Good written and spoken English and presentation skills
 Able to remain positive and constructive under pressure
 Ability to use own initiative and make decisions within sphere of work and knowledge
 Flexible to travel around to different locations on an occasional basis

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