The Senior HR will serve as a strategic partner across multiple HR functions including recruitment, organizational design, job design and KPI development, performance management systems, and employee engagement. This role requires a highly competent HR professional capable of working independently and collaboratively to drive organizational effectiveness, support leadership, and reinforce a high-performance culture. Key Responsibilities Talent Acquisition & Onboarding - Lead full-cycle recruitment processes across departments: sourcing, interviewing, selection, and onboarding. - Develop proactive talent pipelines and employer branding strategies to attract top-tier candidates. - Ensure seamless onboarding programs that integrate new hires into the company’s culture and processes. Organizational Design & Development - Collaborate with executive leadership to structure and reshape teams based on evolving business needs. - Conduct job analyses to ensure all roles align with business goals. - Design and update organization charts, workflow processes, and structural policies. Job Description & KPI Formulation - Draft and revise comprehensive job descriptions for all company roles. - Establish and implement clear, measurable KPIs in collaboration with departmental leaders. - Ensure all role expectations are documented, communicated, and aligned with strategic objectives. Performance Management & Monitoring - Design, implement, and oversee an effective performance management tracking system. - Guide managers through the goal-setting, appraisal, and feedback process. - Analyze performance trends and provide data-backed insights for workforce planning and training. - Administer performance improvement plans and succession strategies. Employee Relations & Policy Compliance - Address employee concerns professionally, maintaining a balance between empathy and policy adherence. - Conduct investigations and resolve conflicts in line with organizational values and legal frameworks. - Maintain employee records, ensure HR practices comply with employment laws and health and safety guidelines. Training & Development - Conduct needs assessments and support functional leaders in creating development plans. - Coordinate internal and external training programs and track learning outcomes. - Promote a culture of continuous learning and professional growth. Compensation & Benefits Administration - Partner with Finance and external vendors to manage payroll, leave, and benefits. - Monitor compensation trends to ensure internal equity and market competitiveness. - Advise on benefit enhancements and employee wellness programs. - Education: Bachelor’s in human resources and business administration. Experience: Minimum 3-5 years of progressive HR experience with demonstrated expertise in performance management and organisational design. - Technical Skills: Proficiency in HRIS systems, MS Office Suite (especially Excel), and experience with performance management platforms. - · Legal Acumen: Solid understanding of employment law, HR compliance, and regulatory requirements. - Professionalism: Maintains high standards of integrity, confidentiality, and professionalism in all interactions. Key Competencies - Strategic Thinking: Aligns HR initiatives with business goals and drives proactive organizational change. - Interpersonal Skills: Builds trust-based relationships across all levels and fosters a positive workplace culture. - Communication: Articulates complex HR concepts clearly and listens actively to concerns. - Analytical Thinking: Uses data and insights to guide decision-making and HR strategy. - Problem-Solving: Responds to challenges with resourceful and legally sound solutions. - Flexibility & Adaptability: Remains agile in a dynamic environment, adjusting plans and processes as needed. - Execution-Oriented: Meets deadlines, tracks progress rigorously, and delivers high-quality outcomes. - Fluent English is a must.