Human Resources & Admin Manager

• Group Reports To: Chief Executive Officer / Executive Management

Role Summary

The Human Resources & Admin Manager role is a strategic leadership role responsible for driving a cohesive, people-first and performance-driven culture across the Group. The role provides oversight and direction for all human resources, people operations, financial and administrative functions across multiple business units, ensuring alignment with overall business strategy and growth objectives.

This role serves as a trusted advisor to executive leadership and business heads, balancing strategic people management with operational excellence. It requires strong leadership presence, sound judgment, and the ability to translate business goals into scalable people and operational systems that support sustainable growth.

Key Responsibilities

1. Human Resources Strategy & Leadership

• Develop and implement HR strategies that align with the organisation’s short- and long-term business goals.
• Act as a trusted advisor to executive leadership on people, culture, performance, and organisational matters.
• Drive a people-centric culture that promotes accountability, collaboration, inclusion, and high performance.
• Lead change management initiatives including restructuring, downsizing, growth phases, and organisational redesign.

2. Workforce Planning & Talent Management

• Lead workforce planning, role structuring, and headcount optimisation in line with business needs and budgetary realities.
• Oversee end-to-end recruitment processes including job design, sourcing, interviews, offers, onboarding, and probation management.
• Design and maintain clear career paths, job descriptions, and role expectations across the organisation.
• Support succession planning and leadership development initiatives.

3. Performance Management & Employee Relations

• Design, implement, and manage performance management systems, including setting, reviews, and performance improvement plans.
• Monitor overall staff performance and productivity, ensuring alignment with organisational KPIs.
• Manage employee relations issues including grievances, disciplinary processes, investigations, and conflict resolution.
• Promote a culture of feedback, fairness, and accountability, resulting in reduced disciplinary cases and improved engagement.

4. Financial Oversight, Compensation & Payroll Management

• Provide strategic oversight for people-related and operational financial processes across the Group, ensuring alignment with approved budgets and business priorities.
• Work closely with Finance, Executive Management, and external consultants to support annual budgeting, forecasting, and cost-control initiatives related to people and operations.
• Oversee payroll structuring, salary bands, allowances, benefits, and incentives, ensuring accuracy, internal equity, and compliance with labor laws and tax regulations.
• Review and validate payroll computations, statutory deductions, pensions, HMOs, taxes, and other regulatory remittances prior to payment.
• Lead people and operations cost-optimisation initiatives, delivering measurable cost savings without compromising staff morale, productivity, or compliance.
• Support financial audits, statutory reviews, and regulatory inquiries by providing required HR and operations documentation and explanations.
• Monitor vendor contracts and service agreements (including operations, facilities, logistics, and people services) to ensure value for money and cost efficiency.
• Track and report people and operations financial metrics to executive leadership, supporting informed decision-making and financial sustainability.

5. Learning & Development

• Design and implement structured Learning & Development programs aligned with organisational goals.
• Support skill development through job-specific training, leadership development, and productivity tools.

Disclaimer: This job description has been formatted by AI for readability. Please verify all details with the employer before applying.