HR MANAGER

• Bachelor's degree in Human Resource Management, Business Administration, or a related field; Master's degree an advantage.
• At least 5–7 years of progressive HR experience, with a minimum of 2 years in a managerial or supervisory capacity.
• Strong working knowledge of local labor law, social security regulations, and payroll/tax compliance.
• Proven experience managing full-cycle payroll and performance management systems.
• Proficiency in Microsoft Office (Excel, Word, PowerPoint) and HRIS/payroll software.
• Excellent command of English (spoken and written); additional local language proficiency an advantage.

Key Skills & Competencies

• Strong leadership, people management, and coaching skills.
• Excellent communication, negotiation, and interpersonal skills.
• High level of integrity, confidentiality, and professionalism.
• Strong problem-solving and decision-making abilities.
• Well-organized, detail-oriented, and able to manage multiple priorities under deadlines.
• Sound judgment in handling sensitive employee-relations and compliance matters.

Submission of Applications:
If your background meets these requirements. Please submit your resume to the following email address by October 04, 2026. E-mail: 11eleven.senior.hr@gmail.comTel: 081 556 598

Job Summary
The HR Manager leads the Human Resources function end to end, overseeing workforce planning, recruitment, compensation and benefits, payroll, performance management, employee relations, training and development, HR compliance, and organizational culture. This role partners with senior management to design and implement HR strategies, policies, and programs that support business objectives, and acts as a trusted advisor on people-related matters across the organization.

Key Responsibilities
Strategic HR & Workforce Planning

• Develop and execute the HR strategy, annual HR plan, and department budget in alignment with overall business goals.
• Partner with senior management and department heads on organizational design, headcount planning, and workforce forecasting.
• Develop, implement, and periodically review HR policies, procedures, and the employee handbook in line with local labor law and company standards.
• Lead organizational change initiatives, restructuring, and job analysis, including drafting and updating job descriptions across departments.
• Monitor HR metrics and analytics (turnover, headcount, cost per hire, absenteeism) and present insights and recommendations to senior management.

Recruitment & Talent Acquisition

• Oversee end-to-end recruitment and selection — job postings, sourcing, screening, interviewing, offers, and background checks.
• Manage relationships with recruitment agencies, job boards, universities, and other talent sourcing channels.
• Design and continuously improve the onboarding and induction program for new hires.
• Build and maintain a talent pipeline and succession plans for key and critical roles.
• Promote the company's employer brand to attract and retain top talent.

Compensation, Benefits & Payroll

• Manage the end-to-end monthly payroll cycle, including salary calculation, adjustments, overtime, bonuses, and statutory deductions.
• Conduct salary benchmarking and market surveys, and recommend compensation structures and salary adjustments.
• Administer employee benefits, including health/insurance schemes, leave entitlements, allowances, and incentive programs.
• Oversee work permits, visas, and other statutory documentation for expatriate and local staff as applicable.
• Ensure timely and accurate submission of statutory contributions (social security, tax, and other government filings).

Performance Management & Development

• Lead the performance management cycle, including KPI setting, probation reviews, and quarterly/annual performance evaluations.
• Design and deliver training, coaching, and development programs to build employee capability.
• Identify skills gaps and training needs across departments and coordinate internal/external training providers.
• Support career development planning and succession pipelines for critical and leadership roles.

Employee Relations & Engagement

• Handle employee relations matters — grievances, disciplinary actions, conflict resolution, investigations, and terminations — in compliance with labor regulations.
• Conduct exit interviews and analyze turnover trends to identify retention opportunities.
• Plan and coordinate staff engagement activities, including annual trips, staff parties, recognition programs, and team-building events.
• Act as a point of escalation and trusted advisor for employees and managers on workplace concerns.
• Promote a positive, inclusive workplace culture and support internal communication initiatives.

Compliance, Administration & Risk

• Ensure full compliance with local labor law, occupational health and safety regulations, and company policy.
• Maintain accurate and confidential employee records, contracts, and HR documentation, including HRIS data integrity.
• Prepare HR reports, audits, and documentation for internal management and external regulators as required.
• Act as the primary liaison with the Ministry of Labour, social security authorities, and other relevant government bodies.
• Oversee workplace health and safety programs and ensure incidents are properly recorded and addressed.

Team Leadership

• Supervise, coach, and develop HR team members (Supervisors, Officers, and Assistants), setting clear goals and priorities.
• Allocate workload across the HR team and ensure service-level standards are met for internal stakeholders.
• Represent the HR function in management meetings and cross-departmental projects.