Full job descriptionGroup HR Manager – Job DescriptionGroup HR ManagerJob Summary

The Group HR Manager will lead and oversee the Human Resources function across the Group, ensuring effective people strategies, policies, and processes are aligned with the organization’s business objectives. The role will provide strategic HR leadership while ensuring consistent implementation of HR policies, compliance with applicable labor laws, talent management, employee engagement, performance management, and organizational development across all Group companies and business units.

Key ResponsibilitiesStrategic HR Leadership

• Develop and implement the Group’s HR strategy in alignment with overall business objectives.
• Partner with senior management and business leaders on workforce planning, organizational structure, and people-related decisions.
• Establish and maintain standardized HR policies, procedures, and best practices across the Group.
• Provide HR guidance and strategic advice to management on employee and organizational matters.
• Support organizational growth, restructuring, mergers, acquisitions, and other business transformation initiatives.

Talent Acquisition & Workforce Planning

• Lead Group-wide recruitment and workforce planning strategies.
• Develop effective talent acquisition processes to attract and retain high-quality employees.
• Oversee recruitment for key and senior-level positions.
• Develop succession planning and talent pipeline strategies for critical roles.
• Monitor manpower requirements, headcount, and workforce costs across Group companies.

Performance & Talent Management

• Develop and manage the Group’s performance management framework.
• Ensure effective implementation of KPIs, performance reviews, and development plans.
• Identify high-potential employees and establish career development and succession plans.
• Lead initiatives related to employee development, leadership development, and organizational capability building.

Compensation & Benefits

• Oversee Group compensation and benefits strategies.
• Conduct salary benchmarking and ensure internal and external pay competitiveness.
• Review salary structures, incentives, bonuses, allowances, and benefits.
• Ensure payroll processes are accurate, timely, and compliant with company policies and applicable regulations.

Employee Relations & Engagement

• Promote a positive, inclusive, and high-performance workplace culture.
• Handle complex employee relations matters and provide guidance to management.
• Oversee grievance, disciplinary, investigation, and conflict-resolution processes.
• Develop employee engagement and retention initiatives.
• Monitor employee satisfaction and recommend actions to improve engagement and retention.

HR Policies, Compliance & Governance

• Ensure compliance with applicable labor laws, regulations, and employment standards.
• Regularly review and update HR policies, procedures, employee handbooks, and HR governance frameworks.
• Maintain appropriate HR documentation and records.
• Identify HR risks and implement appropriate mitigation measures.
• Ensure consistent HR practices across all Group entities while accommodating business-specific requirements.

HR Operations & Systems

• Oversee core HR operations, including onboarding, offboarding, employee records, leave, attendance, payroll coordination, and HR administration.
• Lead the implementation and effective use of HRIS and other HR technology.
• Develop HR dashboards and reports covering headcount, turnover, recruitment, absenteeism, performance, compensation, and other key metrics.
• Use HR analytics and workforce data to support management decision-making.

Learning & Development

• Assess Group-wide training and development needs.
• Develop annual learning and development plans and budgets.
• Coordinate leadership, technical, compliance, and professional development programs.
• Evaluate training effectiveness and return on investment.

Group HR Team Leadership

• Lead, mentor, and develop HR teams across Group companies.
• Establish clear objectives, KPIs, and accountability for HR personnel.
• Promote collaboration and knowledge sharing among HR teams across different business units.
• Build a strong, service-oriented HR function.

Key Performance Indicators (KPIs)

• Employee retention and turnover
• Recruitment efficiency and time-to-fill
• Employee engagement and satisfaction
• Performance management completion and effectiveness
• Succession coverage for critical positions
• Training and development effectiveness
• HR cost and workforce productivity
• Payroll and HR administration accuracy
• Compliance with labor laws and Group HR policies
• HR service delivery and stakeholder satisfaction

Qualifications & Experience

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Professional HR certification such as CIPD, SHRM, or equivalent is preferred.
• 8–12+ years of progressive HR experience, with significant experience in a managerial or leadership position.
• Experience managing HR across multiple companies, business units, locations, or jurisdictions is highly desirable.
• Strong knowledge of employment legislation, HR best practices, compensation and benefits, talent management, and employee relations.
• Experience working with senior management and business leadership.
• Strong HR analytics, reporting, and HRIS experience.
•