Role Purpose

You will serve as the Human Resources Business Partner to the Country Managing Director and local management team, providing strategic and operational HR support to business objectives, organizational effectiveness, and people development. You will lead the full spectrum of local HR functions and be accountable for effective HR execution, HR operations, and HR digitalization at the country level, while operating under the functional guidance and governance of Regional HR (RHQ), ensuring alignment with regional HR frameworks, policies, and standards.

Key Responsibilities

A. HR Business Partnering

• Act as a trusted HR Business Partner to the Country Managing Director and leadership team, providing advice on workforce planning, organization design, talent strategy, and people-related risks.

• Support business strategy execution through effective people planning, capability development, succession planning, and workforce optimization.

• Provide HR advisory support on performance management, employee engagement, and change management initiatives.

• Identify people and organizational issues proactively and recommend practical HR solutions aligned with business needs and regional HR direction.

B. HR Operations & Local Compliance

• Manage day-to-day HR operations, including employee lifecycle management, HR administration, and maintenance of employee records.

• Ensure compliance with local employment laws, statutory requirements, and country specific regulations.

• Administer employment contracts, confirmations, probation, disciplinary actions, and terminations in accordance with local legal requirements and approved HR policies.

• Manage and maintain accurate leave administration, attendance tracking, and other HR records, including transition from manual processes to system-based records where applicable

• Handle employee relations matters, grievances, and workplace issues in a professional, compliant, and timely manner.

C. Talent Management & Development

• Support recruitment activities at the country level, including manpower planning, interviews, selection, and onboarding.

• Implement performance management processes, including goal setting, performance reviews, and performance improvement actions.

• Coordinate and support learning and development initiatives, including classroom, digital, and e-learning programs.

• Support succession planning and talent development initiatives in alignment with Regional HR (RHQ) direction.

D. Compensation, Benefits & HR Policies

• Administer compensation and benefits programs in accordance with approved frameworks and local market practices.

• Support annual salary review, bonus, and incentive processes in line with Regional HR (RHQ) guidance and approved governance.

• Ensure consistent application and communication of HR policies, procedures, and guidelines at the country level.

• Prepare HR reports, headcount updates, and people data for Country Management and Regional HR (RHQ) as required.

E. HR Digitalization, HRIS & Learning Platforms

• Own and manage HR information systems (HRIS) and learning platforms at the country level, including day-to-day administration, data maintenance, and user management.

• Drive the transition of HR processes from manual administration to system-based workflows, including leave management, attendance, employee data, and learning records.

• Ensure accuracy, completeness, and timeliness of HR and learning data within HRIS and learning platforms, maintaining data integrity at the country level.

• Coordinate the rollout, adoption, and effective use of HRIS and digital learning platforms, in alignment with Regional HR (RHQ) standards and implementation timelines.

• Act as the country HR focal point for HRIS and learning platform usage, including user training, first-level support, issue resolution, and feedback to RHQ.

• Monitor system usage, training completion, and data quality, and provide HR and learning analytics to Country Management and Regional HR (RHQ) to support decision-making and reporting.

F. Regional HR Alignment & Governance

• Ensure local HR practices, data, and processes are aligned with Regional HR (RHQ) frameworks, policies, and governance standards.

• Provide timely HR reporting, system updates, and issue escalation to Regional HR (RHQ) as part of functional reporting obligations.

• Support regional HR initiatives, audits, and HR transformation projects, while remaining accountable for country-level HR execution and system ownership.