Job Description

Program Manager - Human Resources

Department

Human Resources

Reports To

Chief Executive Officer / Managing Director

The Head of Human Resources is responsible for leading the organization's people strategy, employee experience, HR operations, organizational development, performance management, employee relations, compensation and benefits, learning and development, compliance, and culture initiatives. The role ensures that HR practices align with business objectives while fostering a high-performance, engaged, and compliant workforce.

Note: Recruitment and Talent Acquisition activities are managed by a separate function and are not within the scope of this role.

Key Responsibilities

HR Strategy & Leadership

• Develop and execute HR strategies aligned with the organization's business goals and growth plans.
• Serve as a strategic advisor to senior leadership on workforce planning, organizational effectiveness, and people-related matters.
• Lead HR transformation initiatives and continuously improve HR policies, processes, and systems.
• Establish and monitor HR metrics and dashboards to drive data-informed decision-making.

Employee Relations & Engagement

• Foster a positive workplace culture that promotes employee engagement, collaboration, inclusion, and accountability.
• Lead employee relations matters, including conflict resolution, disciplinary processes, investigations, and grievance management.
• Develop employee engagement programs and action plans based on feedback and organizational needs.
• Support leaders in managing team dynamics and employee performance concerns.

Performance Management

• Design and manage performance management frameworks, including goal setting, performance reviews, feedback mechanisms, and development planning.
• Partner with business leaders to strengthen performance culture and accountability.
• Support performance improvement initiatives and succession planning processes.

Learning & Development

• Develop and oversee learning, leadership development, and capability-building programs.
• Identify organizational skill gaps and implement development initiatives to address business needs.
• Promote continuous learning and career development across all levels of the organization.

Compensation, Benefits & Rewards

• Oversee compensation and benefits programs to ensure competitiveness, fairness, and compliance.
• Conduct compensation benchmarking and salary structure reviews.
• Manage employee wellness and recognition programs.
• Provide recommendations on rewards strategies that support employee retention and engagement.

HR Operations & Compliance

• Ensure efficient HR operations, including employee lifecycle management, HRIS administration, documentation, and records management.
• Develop, review, and implement HR policies, procedures, and employee handbook updates.
• Ensure compliance with labor laws, employment regulations, and company policies.
• Manage HR audits and ensure readiness for internal and external compliance reviews.

Organizational Development & Change Management

• Lead organizational design and change management initiatives.
• Support business transformation projects by assessing workforce impacts and implementing people strategies.
• Drive succession planning and leadership development efforts to build organizational capability.

Stakeholder Management

• Collaborate with department heads to address workforce challenges and improve organizational effectiveness.
• Provide coaching and guidance to managers on employee management and leadership practices.
• Partner with Finance and other business functions on workforce planning, budgeting, and HR-related initiatives.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Psychology, Organizational Development, or a related field.
• Master's degree or relevant HR certifications preferred.

Experience

• 10+ years of progressive Human Resources experience.
• At least 5 years in a senior HR leadership role.
• Demonstrated experience in employee relations, organizational development, performance management, compensation and benefits, and HR operations.
• Experience supporting a multi-site, shared services, BPO, technology, or corporate environment is preferred.

Knowledge & Skills

• Strong knowledge of labor laws and employment regulations.
• Expertise in HR strategy, organizational development, and change management.
• Excellent leadership, stakeholder management, and influencing skills.
• Strong analytical and problem-solving capabilities.
• Experience with HR systems, reporting, and workforce analytics.
• Exceptional communication and interpersonal skills.
• Ability to maintain confidentiality and exercise sound judgment.

Key Performance Indicators (KPIs)

• Employee engagement and satisfaction scores
• Voluntary attrition and retention rates
• Performance management completion and effectiveness metrics
• Learning and development participation and impact
• Employee relations case resolution timelines
• HR compliance and audit outcomes
• HR service delivery and operational efficiency metrics
• Leadership capability and succession readiness indicators

Direct Reports

• HR Business Partners
• Employee Relations Manager
• Learning & Development Manager
• Compensation & Benefits Manager
• HR Operations/Shared Services Manager
• HR Administrators and Specialists