HR Manager

The role

We are looking for an HR Manager to oversee and develop our people function across the full employee lifecycle. The role covers both strategic HR and day-to-day people operations, working closely with leadership and employees across the company.

HR business partner

Align people strategy with business strategy.

• Act as the bridge between business teams and HR.
• Advise managers on team structure, workforce planning and organisational design.
• Support employee relations, conflict resolution and performance management.
• Coach leaders on culture, engagement and change management.
• Work with HR specialists and external partners to implement HR programmes.

Talent acquisition

Find, attract and hire the right people.

• Own recruitment across the organisation, including sourcing, interviewing, assessment and hiring.
• Manage recruitment operations, interview processes and hiring metrics.
• Conduct headhunting and executive search for niche or senior roles.
• Support employer branding and candidate experience.

Learning and development

Build skills and enable continuous growth.

• Develop onboarding and training programmes.
• Support technical, leadership and professional development.
• Build performance development plans and career paths.
• Support mentoring, learning platforms and internal mobility.

Total rewards

Design fair and motivating compensation and benefits.

• Manage salary benchmarking and compensation structures.
• Develop bonuses, commissions and incentive schemes.
• Manage employee benefits including insurance, leave and wellness programmes.
• Coordinate payroll compliance and accuracy.
• Manage equity and stock plans where applicable.

People operations

Run HR’s day-to-day operations efficiently.

• Manage the HRIS, employee records and HR documentation.
• Manage employment contracts, policies and compliance.
• Oversee onboarding and offboarding processes.
• Manage visa, relocation, attendance and other HR administration where applicable.

Employee experience and engagement

Build culture, engagement and retention.

• Develop culture-building and employee engagement initiatives.
• Run engagement surveys and translate the findings into action plans.
• Manage internal communications and recognition programmes.
• Improve the employee experience across hybrid and remote work environments.
• Support DEI initiatives where relevant.

Workforce planning and analytics

Use data to shape workforce strategy.

• Develop headcount forecasts and workforce budgets.
• Analyse hiring, attrition and workforce trends.
• Track performance, productivity and workforce metrics.
• Identify skill gaps, retention risks and workforce needs.
• Use HR data to support better organisational and people decisions.