Human Resources Manager

The Human Resources Manager is responsible for leading the development, implementation, and execution of the organization's HR strategies, policies, and processes to support business objectives, operational effectiveness, and sustainable growth. The role oversees the full spectrum of human resource functions, including strategic workforce planning, talent acquisition, learning and development, performance management, employee relations, compensation and benefits, HR operations, employee engagement, and regulatory compliance. The HR Manager will serve as a strategic business partner to senior leadership, providing expert advice on workforce planning, organisational development, talent management, employee performance, and retention. The role also requires comprehensive working knowledge of applicable labour laws and statutory requirements in the United Arab Emirates (UAE), Kingdom of Saudi Arabia (KSA), and the Philippines, including pension regulations, social insurance, and statutory employee benefits. Key Responsibilities HR Strategy and Operational Management • Lead and manage the day-to-day operations of the HR department, ensuring efficient service delivery and alignment with organizational objectives. • Develop and implement HR strategies, policies, procedures, and initiatives that support business priorities and workforce requirements. • Partner with senior management and departmental heads to align HR objectives with business strategies and operational needs. • Establish, review, and continuously improve HR policies, procedures, and guidelines in accordance with organizational requirements and applicable legislation. • Identify workforce capability gaps and recommend appropriate recruitment, training, and organizational development solutions. • Provide strategic HR advice to management on organizational effectiveness, workforce planning, employee productivity, and people-related risks. Talent Acquisition and Workforce Planning • Lead the end-to-end recruitment and selection process, including workforce planning, job analysis, candidate sourcing, interviewing, assessment, and hiring. • Collaborate with departmental managers to identify current and future staffing requirements and define the skills, competencies, and qualifications required for each position. • Develop and maintain effective recruitment strategies and selection procedures to attract qualified candidates and ensure timely fulfilment of vacancies. • Advise hiring managers on candidate evaluation, selection decisions, and recruitment best practices. • Develop and implement talent retention, succession planning, and internal mobility strategies to support business continuity and long-term organizational growth. • Monitor recruitment effectiveness, workforce trends, and talent market conditions to enhance hiring quality and efficiency. Compensation, Benefits, and Payroll Coordination • Review and evaluate compensation and benefits structures to ensure competitiveness, internal equity, and alignment with organizational policies and budgets. • Analyse market salary trends and recommend appropriate salary structures, incentive programmes, and employee benefits to attract and retain talent. • Oversee the administration of employee benefits, statutory entitlements, pension contributions, and applicable social insurance requirements across the UAE, KSA, and the Philippines. • Ensure HR-related payroll inputs, employee entitlements, and benefits information are accurate, properly documented, and submitted within established timelines. • Monitor changes in statutory benefits and compensation-related regulations and recommend necessary adjustments to HR policies and practices. Learning and Development • Identify training and development needs through performance evaluations, competency assessments, workforce analysis, and consultation with departmental managers. • Design, implement, and evaluate learning and development programmes that enhance employee capabilities, leadership effectiveness, and professional growth. • Establish development initiatives to address skills gaps and prepare employees for expanded responsibilities and future leadership roles. • Promote continuous learning, knowledge sharing, and internal career development opportunities. • Evaluate training effectiveness and recommend improvements to maximize organizational and employee performance. Performance Management • Develop and oversee the implementation of effective performance management systems aligned with organizational objectives. • Establish processes for performance planning, objective setting, periodic reviews, feedback, and employee development. • Support managers in addressing performance gaps, managing underperformance, and implementing appropriate improvement plans. • Promote a culture of accountability, continuous improvement, and performance excellence. • Advise management on performance-related decisions, employee development, and talent assessment. Employee Relations and Engagement • Foster a positive, inclusive, and productive working environment that supports employee engagement, collaboration, and organizational commitment. • Manage employee grievances, workplace concerns, disputes, and conflict resolution in a fair, consistent, and confidential manner. • Advise management and employees on disciplinary procedures, grievance handling, workplace conduct, and employee relations matters. • Conduct or coordinate workplace investigations and ensure appropriate documentation, procedural fairness, and timely resolution. • Develop and implement employee engagement, recognition, communication, and retention initiatives to improve employee satisfaction and reduce turnover. • Provide guidance to managers on employee relations matters, workplace issues, and the consistent application of HR policies. Onboarding and Employee Lifecycle Management • Develop and implement structured onboarding and induction programmes to facilitate the effective integration of new employees. • Oversee key employee lifecycle processes, including probation management, performance reviews, promotions, transfers, employee documentation, and separation procedures. • Ensure employment contracts, personnel files, HR records, and related documentation are maintained accurately and confidentially. • Establish consistent HR processes and service standards across the organization's operating locations. • Support managers and employees throughout the employment lifecycle, ensuring compliance with internal policies and applicable legal requirements. Labour Law, Regulatory Compliance, and Risk Management • Ensure HR policies, procedures, and employment practices comply with applicable labour laws and regulatory requirements in the UAE, KSA, and the Philippines. • Maintain current knowledge of country-specific employment legislation, regulatory developments, and statutory obligations. • Oversee compliance with requirements relating to employment contracts, working hours, leave entitlements, probation, termination, end-of-service benefits, pensions, social insurance, and other statutory employee benefits, as applicable. • Review and update HR policies, employment documentation, and operational procedures to reflect legislative changes and regulatory requirements. • Maintain accurate employee records and ensure appropriate documentation, reporting, and record-retention practices. • Identify potential employment-related compliance risks and imp

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HR Strategy and Operational Management; Talent Acquisition and Workforce Planning; Compensation, Benefits, and Payroll Coordination; Learning and Development; Performance Management; Employee Relations and Engagement; Onboarding and Employee Lifecycle Management; Labour Law, Regulatory Compliance, and Risk Management.