HR MANAGER

Job summary

The HR Manager serves as the operational leader of the HR team, reporting directly to the Group HR Partner. In this pivotal role, you will drive the execution of HR strategies aligned with business objectives, manage day-to-day HR operations, and lead a team of 4 HR professionals. You will act as a key advisor to department heads on people-related matters, ensuring compliance, employee engagement, and talent optimization in a fast-paced environment. The ideal candidate is a proactive, empathetic leader with strong interpersonal skills and a passion for building inclusive workplaces.

Key Responsibilities 

Team Leadership & Development:

• Lead, mentor, and develop the 4-member HR team (HR Coordinator, Talent Acquisition Specialist, Compensation & Benefits Administrator, and Learning & Development Officer), setting clear goals, providing regular feedback, and conducting performance reviews.
• Foster a collaborative team environment, delegating tasks effectively to leverage individual strengthsand ensure balanced workload distribution.
• Identify training needs within the team and facilitate professional development opportunities to enhance skills and career growth.

Strategic HR Planning & Execution:

• Collaborate with the Group HR Partner to implement group-wide HR policies, adapting them to local needs while ensuring alignment with organizational goals.
• Develop and execute HR initiatives in areas such as talent management, employee engagement, diversity & inclusion, and organizational culture.
• Analyze HR metrics (e.g., turnover rates, employee satisfaction scores) to identify trends and recommend data-driven improvements.

Talent Acquisition & Onboarding:

• Oversee the recruitment process in partnership with the Talent Acquisition Specialist, including job postings, candidate sourcing, interviews, and selection.
• Ensure seamless onboarding for new hires, coordinating with team members to provide orientation, training, and integration support.

Employee Relations & Compliance:

• Serve as the primary point of contact for employee concerns, mediating conflicts, and promoting a positive work environment.
• Ensure compliance with local labor laws, regulations, and company policies, conducting audits and updating procedures as needed.
• Manage disciplinary actions, grievances, and exit processes with sensitivity and fairness.

Compensation, Benefits & Payroll:

• Work with the Compensation & Benefits Administrator to administer payroll, benefits programs, and compensation structures, ensuring accuracy and competitiveness.
• Review and recommend updates to reward systems to attract and retain top talent.

Performance Management & Training:

• Partner with the Learning & Development Officer to design and deliver performance appraisal systems, training programs, and succession planning.
• Support managers in goal-setting, feedback, and development plans for their teams.

Health, Safety & Well-Being:

• Promote workplace health and safety initiatives, addressing concerns such as office environment improvements (e.g., air quality, equipment safety).
• Lead employee well-being programs, including wellness activities and support for work-life balance.

Administrative & Reporting Duties:

• Maintain accurate HR records and systems (e.g., HRIS), generating reports for the Group HR Partner and senior leadership.
• Manage the HR budget, including vendor relationships for external services like legal reviews or recruitment agencies.
• Stay updated on HR best practices and industry trends to continuously improve team effectiveness.

Qualifications & Experience:

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field; Master's degree or HR certification (e.g., CHRM, SHRM-CP, CIPD) preferred.
• Minimum of 5–7 years of progressive HR experience, with at least 2 years in a managerial or supervisory role leading small teams.
• Proven track record in a similar organizational structure, ideally in a mid-sized company or group subsidiary.
• Experience in talent management, employee relations, and compliance within [relevant industry, e.g., creative/services sector].

Skills & Competencies 

• Strong leadership and people management skills, with the ability to motivate and develop a small, multifaceted team.
• Excellent communication and interpersonal abilities, including active listening, conflict resolution, and stakeholder influencing.
• Analytical mindset with proficiency in HR metrics, data analysis, and reporting tools (e.g., Excel, HRIS software).
• High level of integrity, empathy, and discretion in handling sensitive information.
• Adaptability to manage multiple priorities in a dynamic environment.
• Knowledge of local labor laws (e.g., Ghana Labor Act) and best practices in HR.