Qualifications

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

- Minimum 5–8 years of progressive HR experience, preferably with experience in a managerial or HR leadership role.

- Experience in manufacturing, food manufacturing, FMCG, or industrial operations is highly preferred.

- Strong knowledge of recruitment, employee relations, compensation and benefits, performance management, and HR operations.

- Strong understanding of labor laws and employment regulations.

- Proven experience in handling employee relations and disciplinary cases.

- Excellent leadership, communication, negotiation, and problem-solving skills.

- Strong organizational and decision-making abilities.

- Ability to work independently and effectively with senior management and operational teams.

- Proficient in Microsoft Office and HRIS/payroll systems.

- High level of integrity and confidentiality.

Basic Functions of the Job

1. HR Leadership & Strategy

Develop and implement HR strategies aligned with the company's business objectives.

Lead the overall HR function and provide strategic HR advice to management.

Establish, review, and improve HR policies, procedures, and systems.

Develop manpower plans and workforce strategies based on operational requirements.

Provide HR reports, analysis, and recommendations to senior management.

2. Recruitment & Manpower Planning

Lead end-to-end recruitment and selection processes.

Develop effective sourcing strategies to attract qualified candidates.

Work closely with department heads to identify manpower requirements.

Ensure timely hiring and deployment of employees.

Establish proper onboarding and orientation programs for new employees.

3. Employee Relations

Manage employee relations and address workplace concerns, grievances, and disciplinary matters.

Ensure fair and consistent implementation of company policies.

Handle investigations involving employee misconduct and workplace issues.

Support management in resolving employee-related concerns.

Promote a positive, professional, and productive workplace culture.

4. Compensation & Benefits

Oversee payroll coordination and ensure accurate and timely processing.

Manage employee benefits, allowances, leave, attendance, and other HR-related programs.

Review compensation structures and recommend adjustments when appropriate.

Maintain accurate and confidential employee records.

5. Performance Management

Develop and administer performance appraisal systems.

Assist managers and supervisors in setting performance objectives and KPIs.

Monitor employee performance and recommend appropriate development actions.

Develop programs to improve employee productivity and engagement.

6. Training & Development

Identify training and development needs across the organization.

Develop annual training plans and coordinate training programs.

Support leadership and supervisory development.

Evaluate the effectiveness of training initiatives.

7. Labor Law & Compliance

Ensure compliance with applicable labor laws, employment regulations, and government requirements.

Maintain proper employment documentation and HR records.

Coordinate with government agencies and external parties when required.

Keep management informed of significant changes in labor regulations and HR requirements.

Ensure proper implementation of occupational health, safety, and workplace policies in coordination with relevant departments.

8. Manufacturing HR Operations

Work closely with Production, Operations, Quality, and other departments to support workforce requirements.

Monitor manpower levels, attendance, overtime, turnover, and productivity.

Support workforce planning for production schedules and operational requirements.

Develop HR initiatives that promote employee discipline, productivity, safety, and retention.

Address HR issues involving production employees, supervisors, and other operational personnel.

9. HR Team Management

Lead, coach, and develop the HR team.

Assign responsibilities and monitor team performance.

Establish clear KPIs and deliverables for HR personnel.

Ensure efficient delivery of daily HR services.