Job Summary:

The HR Manager will be responsible for overseeing all aspects of the Human Resource department, including strategy development, talent management, organizational development, employee relations, and HR compliance. The role is designed for an experienced and strategic HR leader who will guide the organization’s HR practices, policies, and programs to support the PMS mission, vision, and values.

Job Responsibilities:

Strategic HR Planning & Leadership:

• Lead the development and execution of HR strategies aligned with PMS’s mission and long-term goals, including workforce planning, talent acquisition, succession planning, and HR forecasting to ensure availability of the right talent for current and pipeline projects
• Leverage HR analytics and metrics (including eNPS, engagement, and performance indicators) to forecast staffing needs, assess organizational health, and provide data-driven strategic guidance to management; identify high-potential employees and design leadership development initiatives.
• Design and implement Organizational Development (OD) and change management strategies to strengthen organizational effectiveness, enhance performance, and foster a high-performance culture aligned with PMS values.
• Conduct compensation and market benchmarking with peer organizations within the sector to ensure competitive, equitable, and sustainable reward structures that attract and retain top talent.
• Develop and oversee integrated talent management frameworks, including succession planning and leadership pipelines, to ensure continuity, retention of high-potential staff, and future leadership readiness.
• Establish strategic HR governance frameworks incorporating analytics, compliance, and risk management to support informed decision-making, regulatory alignment, and long-term organizational sustainability.

Tactical Responsibilities:

• Lead the digitalization of HR processes by implementing and strengthening HR Software for recruitment, employee records, attendance, leave, performance management, and reporting.
• Standardize HR policies, procedures, templates, and documentation to ensure consistency, transparency, and efficiency across all departments and projects.
• Develop and maintain centralized, accurate, and secure digital employee records in line with data protection and confidentiality standards.
• Automate routine HR workflows (e.g., leave approvals, contract tracking, recruitment tracking, HR reporting) to improve efficiency and reduce manual errors.
• Establish standardized HR dashboards and reports to provide management with real-time insights on workforce trends, compliance status, and key HR indicators.
• Continuously review and improve HR processes to enhance service delivery, reduce turnaround time, and align HR with best practices and organizational needs.

Operational Responsibilities:

• Lead and oversee end-to-end recruitment and selection processes, including workforce planning updates, job postings, screening, interviews, hiring decisions, and onboarding, ensuring timely, diverse, and quality hiring.
• Supervise daily HR operations, ensuring compliance with organizational policies, labor laws, and donor/organizational requirements.
• Provide leadership and guidance to the HR team, assign priorities, monitor performance, and ensure effective service delivery across all HR functions.
• Manage employee lifecycle activities, including job offers, contracts, transfers, contract renewals, and exits, ensuring accurate documentation and records.
• Oversee attendance, leave management, and payroll coordination to ensure accuracy, timeliness, and compliance.
• Act as the first point of escalation for employee relations matters, grievances, and disciplinary issues, ensuring fair, confidential, and timely resolution.
• Monitor staff performance management processes, including goal setting, appraisals, and probation evaluations, and provide guidance to line managers.
• Ensure implementation of HR policies, SOPs, and procedures, and recommend updates as required for operational effectiveness.
• Maintain and analyze HR data and reports (headcount, turnover, leave, recruitment status) to support informed management decisions.
• Coordinate staff induction, orientation, and mandatory trainings to ensure smooth integration and ongoing compliance.
• Liaise with senior management, department heads, and external stakeholders on day-to-day HR matters and workforce needs.

Diversity, Equity, and Inclusion (DEI):

• Champion diversity, equity, and inclusion initiatives.
• Ensure PMS fosters an inclusive work environment where all employees feel valued and respected.

Job Specifications:

Education:

• Masters in Human Resources, Business Administration, or a related field (Master's degree preferred).
• Professional certifications like PHR, SPHR, or SHRM-CP are advantageous.

Work Experience:

• 5 to 6  years of overall experience with a proven track record of managerial role.
• NGO Experience.
• Experience in organizational change, restructuring and HR Transformation.

Skills and Competencies:

• Strong knowledge of labor laws and regulations.
• Excellent communication and interpersonal skills.
• Strong problem-solving and decision-making abilities.
• Proficiency in HR software and systems.
• Leadership & Strategic HR
• Team Building Skills
• Ability to influence senior leadership
• Strong analytical and problem-solving abilities.
• Proficiency in HR metrics and analytics.
• Strategic thinking and experience in change management.
• Demonstrated experience in organizational development and change management.
• Strong leadership and team-building skills.
• Ability to collaborate effectively with senior leaders and cross-functional teams.

Inclusivity & Safeguarding:

We value diversity and encourage applications from women, minorities, persons with disabilities, and marginalized communities. A gender-balanced (50:50) and inclusive team is prioritized. All applicants will undergo rigorous safeguarding checks aligned with our zero-tolerance PSEA policy.