HR Manager

Job Description

Benefits: • Annual leave, maternity leave/paternity leave • Seniority • Annual staff party • Public insurance (NSSF) Job Description 1. Human Resources Management A. Recruitment, Selection and Orientation - Devise a recruitment plan with sufficient information from hiring departments. - Discuss with concerned managers to identify internal candidate for vacancies if not available internally advertise the position externally. - Maintain close relationship with external HR Professionals and employment agencies to source variety of candidates. - Lead team to review applications, screen and shortlist the candidates either in hard and soft copies. - Assigned team to Schedule the interviews by appointing both recruitment committee and the shortlisted candidates. - Assess the candidates and Assign HR Team to conduct Background and Reference Check of most preferred candidates, and discuss with committee and senior management to select candidates. - Negotiate terms and conditions along with Job offer. Follow up the recruitment status and update to senior management. - Assign key person to conduct orientation and induction training to incoming recruits. - Assuring recruitment time line according to approval policy. B. Compensation and Benefits - Keep researching applicable benefits including leaves, allowances and subsidies, health and life insurances, accident insurance, short-term and long-term disability insurance etc. provide employees as per approved by senior management accordingly for wellbeing and job satisfactions of the employees - Review the set benefits and wages or pay structure from time to time and propose a competitive update in comparison to good practice across the sector and job markets. - Recommend or propose and debate appointment and promotion to for fair treatment and exceptional treatment to prominent probationer(s). - Observe and survey the working environment and take corrective and improvement actions or seek advice and approval from senior management if deemed necessary. C. Training and Development - Work closely with concerned managers to ensure incoming recruits receive proper On Job Training (OJT). - Design, direct the inclusive training programs for employees ‘capacity development and adaptability. - Look for, coordinate, support or work with concerned managers to determine the appropriate training course to meet required standard in the sector. - Enrich the entire workplace with principle of moving forwards, which requires completive skills consistent with upgrading labor markets. D. Performance Management - Identify the potentials of each employee in order to align him/her with company’s goal/objectives or to determine promotions, raises, mutations, job rotations. - To find out areas for improvement on individual employee in order to help him/her to perform better or request knowledge or skill transfer from him/her to other potential colleagues. - Require concerned managers to set probationary appropriate terms and conditions or key performance indicators to substantiate incoming recruits ‘qualification. - Work with concerned managers to place low performer(s) on performance improvement plan (PIP). - Set the approved performance appraisal standards to evaluate employees as transparently as possible. - Plan for management succession planning where deemed necessary. E. Human Resources Policies, Standard Operation Procedures (SOP) and Compliance - Formulate recruitment policy, recruitment procedure, HR related policies and forms for leaves, allowances, subsidies or sponsorship, scholarship, training, succession plan etc. - Review HR related policies and forms from time to time and update them appropriately in response to the ever-changing job market situation. - Declare monthly In-Out personnel movement to Ministry of Labor and Vocational Training. - Keep searching new updates of related regulations from Ministry of LVT and other concerned company to ensure high compliance and good standard. F. Confidentiality - Manage and maintain sensitive and confidential information, ensuring it is handled securely with the organization's policies and procedures. G. Resolve staff issue - Counselling employee grievance, complaining, demanding, and finding breakthrough for solution. - Enforce working discipline, internal rule and prejudge misconduct action, resolve workforce dispute and foster reconciliation. - Doing response proactively to staff misconduct by conduct disciplinary action and execute warning or termination. - Build staff retention strategy, minimize staff turnover rate, downsizing phenomena or related issues. H. Develop HR Reports - Enhance working methodology by reviewing and develop HR comprehensive report such as headcount, payroll, staff onboarding & offboarding, KPI, announcement, requesting letter, mission, attendance & leave, policy and procedure etc. I. Develop & leading KPI - Establish clear methodologies for data collection, calculation, and reporting of all HR KPIs. - Design, develop, and maintain HR KPI dashboards and recurring reports that provide real-time or regular visibility into HR performance. - Act to handle HR data, analytics, and KPIs, providing guidance and lead the HR team and business stakeholders. - Ensure the accuracy, integrity, and timely delivery of all HR KPI reports. J. Other job assigned

Job Requirements

• Bachelor’s degree in Human Resource Management, Business Administration, or related field.
• Minimum 4 years of HR experience for Manager level
• Experience in professional services, consulting, or multinational environments preferred.
• Strong knowledge of Cambodia Labour Law, staff benefits administration, and HR best practices.
• Strong leadership, communication, and interpersonal skills.
• High level of confidentiality, professionalism, and integrity.
• Effective problem-solving and decision-making skills.
• Strong organizational abilities and attention to detail.

Location: #27, St.596, Phum 3, Sangkat Boeng Kak 2, Khan Toul Kork, Phnom Penh
If you are interested, kindly contact me at 093 977 758 (Telegram) or at my email: hrrecruitment@bbegroup.com.kh.