HR Director

Key Responsibilities A. HR Strategy & Leadership Develop and implement the organization's overall HR strategy in alignment with business objectives.

Translate business requirements into effective people strategies and HR initiatives.

Lead the HR function and ensure effective coordination across all HR sub-functions.

Establish HR priorities, annual plans, budgets, KPIs, and strategic initiatives.

Provide senior management with HR insights, recommendations, and workforce-related business decisions.

B. Talent Acquisition & Workforce Planning Develop and implement the overall recruitment and talent acquisition strategy.

Establish manpower planning processes based on business requirements and organizational growth.

Ensure timely recruitment of qualified candidates across all levels and functions.

Develop recruitment policies, procedures, SLAs, and approval processes.

Oversee sourcing strategies for managerial, professional, technical, blue-collar, and specialized positions.

Monitor recruitment KPIs including Time to Hire, Cost per Hire, Quality of Hire, Offer Acceptance Rate, and Recruitment SLA.

Ensure effective onboarding and employee integration processes.

Develop talent pools and succession pipelines for critical positions.

Strengthen employer branding and employee value proposition.

C. Organization Development (OD) Lead organizational development initiatives aligned with business strategy.

Review and optimize organizational structures and reporting lines.

Develop and maintain job descriptions and job profiles across the organization.

Conduct organizational analysis and identify gaps in structure, manpower, capabilities, and productivity.

D. Performance Management Design, implement, and continuously improve the organization's Performance Management System.

Establish annual performance management cycles, objectives, KPIs, and evaluation processes.

Ensure alignment between individual objectives, departmental targets, and organizational strategy.

Develop performance evaluation systems applicable to managerial, administrative, technical, engineering, and blue-collar employees.

Monitor performance appraisal completion and quality.

Support managers in performance calibration and objective setting.

Establish Performance Improvement Plans (PIPs) when required.

Link performance outcomes with rewards, development, career progression, and succession planning.

Analyze performance results and provide management with actionable recommendations.

E. Compensation & Benefits Develop and manage the organization's Compensation & Benefits strategy.

Conduct salary benchmarking and market analysis.

Develop salary structures, grades, ranges, and compensation frameworks.

Ensure internal equity and external competitiveness.

Review and approve salary adjustments, promotions, incentives, bonuses, and allowances.

Design and manage incentive and reward programs.

Oversee employee benefits programs and ensure cost-effectiveness.

F. Payroll Management Oversee the end-to-end payroll process and ensure timely and accurate salary payments.

Ensure proper management of payroll variables, incentives, overtime, deductions, allowances, bonuses, and other payroll elements.

Establish payroll controls and approval mechanisms.

Monitor payroll accuracy and resolve discrepancies.

G. Personnel & Employee Administration Oversee all personnel administration activities throughout the employee lifecycle.

Ensure proper management of employment contracts, personnel files, employee records, leaves, attendance, and employee documentation.

H. Government Relations & Social Insurance Lead and oversee all HR-related government relations activities.

Ensure timely completion of required governmental submissions and documentation.

Oversee the registration and documentation of the company's vehicle fleet with the relevant Social Insurance Office, where applicable, and ensure that all required fleet-related insurance records and updates are properly maintained and compliant with applicable regulations.

Ensure proper handling of government inspections, inquiries, and official correspondence.

Monitor legislative and regulatory changes affecting HR and advise management accordingly.

Coordinate with legal advisors and relevant departments on labor and government-related matters when required.

I. Employee Relations Develop and maintain a positive and professional employee relations environment.

Handle employee grievances, complaints, disciplinary cases, investigations, and workplace conflicts.

Ensure fair, consistent, and legally compliant disciplinary procedures.

Develop and implement employee relations policies and procedures.

Support management in resolving complex employee relations cases.

Monitor employee relations trends and recommend preventive actions.

Promote a culture of respect, accountability, professionalism, and fairness.

J. Learning & Development Develop and implement the organization's Learning & Development strategy.

Conduct training needs analysis across departments and job levels.

Develop annual training plans and budgets.

Ensure effective technical, behavioral, managerial, and leadership development programs.

K. Talent Management & Succession Planning Develop and implement talent management strategies.

Identify high-potential employees and critical talent.

Establish succession plans for key and critical positions.

Develop career paths and internal mobility programs.

L. Employee Engagement & Culture Develop initiatives to improve employee engagement, motivation, and retention.

Conduct employee engagement surveys and analyze results.

Develop action plans based on employee feedback.

Promote organizational values and desired behaviors.

Strengthen internal communication and employee experience.

Develop recognition and reward programs.

Monitor turnover, retention, absenteeism, and employee satisfaction trends.

Support the development of a strong and consistent organizational culture.

M. HR Policies, Procedures & Compliance Develop, review, and update HR policies and procedures.

Ensure all HR policies are aligned with business requirements and applicable legislation.

Establish clear HR governance and approval processes.

Ensure consistent implementation of HR policies across the organization.

Conduct periodic reviews of HR policies and recommend improvements.

Ensure HR practices comply with labor, social insurance, employment, and other relevant regulations.

Maintain proper HR documentation and audit readiness.

N. HR Analytics & Reporting Develop and maintain comprehensive HR dashboards and management reports.

Monitor key HR KPIs and trends.

Provide management with regular workforce analytics and insights.

Monitor key metrics including:

Use HR data to support strategic decision-making and workforce planning.

O. HR Technology & Digital Transformation Lead the implementation and optimization of HR Information Systems (HRIS).

Ensure effective utilization of HR technology across all HR functions.

Improve automation of recruitment, attendance, payroll, performance, learning, and employee services.

Identify opportunities to use technology and AI to improve HR efficiency and employee experience.

P. Budget & Cost Management Develop and manage the annual HR budget.

Monitor HR-related costs and ensure effective utilization of resources.

Control manpower costs, recruitment costs, training costs, benefits, and HR operational expenses.

Q. Leadership & Business Partnership Act as a trusted HR advisor to the CEO and senior management.

Participate in strategic business discussions and decision-making.

Provide HR perspectives on business expansion, restructuring, workforce planning, and organizational changes.

Coach and advise managers on people management matters

Qualifications Bachelor's degree in Human Resources, Business Administration, Management, or a related field.

Master's degree or professional HR qualification is preferred.

Professional HR certifications such as SHRM-SCP, CIPD, or equivalent are an advantage.

Experience Minimum 10–15 years of progressive HR experience , with significant experience in senior HR leadership positions.

Proven experience managing multiple HR functions and large or diverse workforces.

Strong experience in HR strategy, organizational development, performance management, compensation & benefits, employee relations, recruitment, payroll, personnel, and government relations.

Experience in managing HR teams and working directly with senior management.

Experience in organizational transformation and change management is preferred.