Human Resources Manager

Job Description

SENIOR HR MANAGER
BUILD THE PEOPLE ENGINE BEHIND A HIGH-PERFORMANCE COMPANY.
WE ARE NOT LOOKING FOR SOMEONE TO SIMPLY MANAGE HUMAN RESOURCES DEPT.

We are looking for a HR Manager who can build the people systems that make an organization measurably better—HR leader with the mindset of an organizational architect, the judgment of a business leader, and the execution discipline of an operator.

If your definition of HR goes beyond recruitment, policies and employee administration, we want to meet you.

YOUR MISSION:

Your mission is to build and continuously improve a high-performance people architecture across seven critical areas:

1. TALENT ACQUISITION:
Move recruitment from vacancy filling to strategic talent acquisition.

Build systems for:
90+ talent identification and selection
Specialist and executive headhunting
Talent pools and passive-candidate sourcing
Structured & competency-based interviews
Work-sample assessments
Candidate scoring and quality-of-hire measurement
Recruitment analytics and talent networks
3. TALENT DEVELOPMENT & SUCCESSION

Build talent pipelines before the organization needs them.

Identify and develop:
High Potentials → Emerging Leaders → Critical Talent → Successors

Think beyond today's organization chart.

4. CULTURE BY DESIGN:
Build a culture based on:
Ownership • Accountability • Performance • Integrity • Learning • Respect • Speed • Continuous Improvement

6. DATA-DRIVEN HR:
Build meaningful HR analytics around:
Time-to-Hire • Cost-of-Hire • Quality-of-Hire • Turnover • High-Performer Retention • Productivity • Performance • Training Effectiveness • Internal Mobility • Compensation Efficiency • Engagement

We don't need hundreds of dashboards. We need the numbers that change decisions.

7. THE HUMAN SIDE:
Understand the human dynamics behind organizational performance:
Potential • Ambition • Disengagement • Leadership Failure • Toxicity • Resistance to Change • Conflict • Burnout
Know when to coach, challenge, listen, intervene and make difficult decisions—without compromising dignity.

WHO ARE WE LOOKING FOR?
We care less about your previous title and more about the level of problems you have solved and the measurable impact you created.

Relevant experience may include:
HR Management
Talent Acquisition
Organizational Development
Performance Management
Compensation & Benefits
HR Analytics
Talent Management
Leadership Development
Employer Branding
Organizational Transformation

Academic qualifications and HR certifications are valuable—but evidence of impact matters more.
Show us results. Show us decisions. Show us evidence.

THE 90+ COMPETENCY CRITERIA:
Candidates are evaluated against the below-mentioned performance scorecard:
Critical Thinking
Integrity & Trust
Capability
Professional Expertise & Mastery
Judgment
Quality Orientation & Attention to Detail
Strategic Thinking
Results-Oriented Execution
Ownership
Customer Understanding & Problem Discovery
Execution Excellence
Value Thinking
Business Understanding
Agile Learning
Learning Agility
Creativity, Innovation & Adaptive Leadership
Integrity
Active Listening
Collaboration & Synergy
Decision-Making & Prioritization
Effective Communication
Critical Thinking
Problem Solving & Root Cause Analysis
Strategic & Systematic Thinking

We would rather leave the position vacant than compromise the quality of the person who fills it.

WHAT YOU CAN EXPECT:
Meaningful responsibility
Access to senior decision-makers
Freedom to build and improve
Significant professional growth
Exposure to strategic business decisions
Recognition based on measurable contribution
The opportunity to build systems that remain after you


Apply because you believe you can make the organization better.
The résumé gets you noticed. The EVIDENCE gets you selected.

WORKING HOURS:
Saturday to Wednesday: 8:00 AM – 5:00 PM
Thursday: 8:00 AM – 12:30 PM