Senior HR Officer – People & Culture

Sr. HR Officer – People & Culture

Job Summary

The Senior HR Officer – People & Culture plays a key role in driving HR operations, supporting organizational development initiatives, and ensuring alignment between HR practices and the company’s culture. This role combines hands-on HR execution with responsibilities in talent management, performance, engagement, HR systems, and policy implementation.

Responsibilities

1. HR Strategy, Organizational Development & Implementation:

• Implement HR strategies and initiatives aligned with departmental and business objectives.
• Support the rollout of new HR policies, procedures, and frameworks.
• Contribute to organizational development projects including restructuring, job redesign, and job evaluation support.
• Conduct HR analyses (workload analysis, gap analysis, role mapping, reporting).
• Collect and analyze feedback to assess the impact of HR initiatives and change management activities.
• Monitor the effectiveness of HR initiatives and ensure alignment with company culture and strategic objectives.

2. Recruitment and Talent Acquisition:

• Manage end-to-end recruitment for assigned roles including posting,
• sourcing, screening, and interviewing.
• Partner with hiring managers to define manpower requirements and ensure quality selection.
• Maintain recruitment records and track KPIs such as time-to-hire and quality-of-hire.

3. Employee Relations:

• Handle employee inquiries and provide guidance on HR policies and procedures.
• Support culture-building and employee engagement initiatives.
• Assist in resolving employee relations issues and participate in conflict resolution and mediation.
• Maintain accurate documentation of employee relations cases.

4. Performance Management:

• Coordinate annual and quarterly performance review cycles.
• Analyze performance results to identify development gaps and training needs.
• Maintain performance data and support managers in implementing IDPs and performance improvement plans.

5. Compensation & Benefits:

• Support the administration of compensation programs, benefits, and internal equity reviews.
• Conduct market salary benchmarking and provide analysis for compensation decisions.
• Handle employee inquiries related to salaries, benefits, deductions, and entitlements.

6. Training & Development:

• Coordinate internal and external training programs including logistics and attendance.
• Measure training effectiveness by collecting and analyzing feedback.
• Maintain up-to-date learning and development records.

7. HRIS Administration:

• Maintain and update employee data in the HRIS with high accuracy.
• Generate HR reports (headcount, turnover, attendance, leave trends, etc.).
• Support HRIS enhancements and ensure data integrity and confidentiality.
• Train employees and managers on HRIS self-service features.

8. HR Operations & Personnel Administration:

• Oversee daily HR operations ensuring proper implementation of HR
• policies and labor law compliance.
• Manage personnel files, contracts, renewals, confirmations, and related documentation.
• Handle onboarding and offboarding processes including clearances, documentation, and employee orientation.

9. Payroll & Personnel Services

• Prepare and validate monthly payroll inputs (attendance, overtime, deductions, incentives).
• Coordinate with Finance to ensure accurate and timely payroll processing.
• Respond to employee payroll inquiries and support statutory requirements.
• Monitor attendance systems and ensure accurate timekeeping.

Technical Competencies

• HR Operations Excellence
• Recruitment & Selection
• Employee Relations & Conflict Handling
• Performance Management
• HR Analytics & Reporting
• Compensation & Benefits Fundamentals
• Policy Implementation
• HRIS Administration

Role Requirements:

• Bachelor’s degree in Business Administration, Human Resources, or a related field.
• 5–7 years of HR experience, in human resources development
• Strong knowledge of HR operations, HRIS systems, employee relations, and performance cycles.
• Excellent organizational, communication, and problem-solving skills.
• High attention to detail and the ability to handle confidential information.
• Ability to work independently and collaboratively.
• Experience supporting HR projects is a strong advantage.