Senior HR Manager

ROLE OVERVIEW The Senior HR Manager serves as a strategic HR partner, driving people initiatives that align with business objectives. This role leads end-to-end HR operations, supports leadership teams, and champions a high-performance, inclusive workplace culture. KEY RESPONSIBILITIES Strategic HR Partnership • Partner with senior leadership to develop and execute people strategies aligned with business goals • Provide data-driven HR insights to support workforce planning and decision-making • Lead organizational design and change management initiatives Talent Acquisition & Management • Oversee full-cycle recruitment strategies for mid-to senior level roles • Collaborate with Recruitment Managers to align hiring profiles with business needs • Drive succession planning and internal mobility programs Employee Relations & Engagement • Manage complex employee relations cases with fairness and compliance • Champion engagement initiatives that reinforce a positive employee experience • Act as a trusted advisor to managers and employees alike Performance and Development • Lead performance management cycles, including goal-setting, reviews and calibration • Identify learning & development gaps and coordinate targeted programs • Coach and mentor people managers on HR best practices HR Operations & Compliance • Ensure compliance with local labor laws and global HR policies • Maintain accurate workforce data and produce regular HE reporting • Continuously improve HR processes for efficiency and scalability KEY REQUIREMENTS Education - Bachelor's Degree in HR Business or related field Experience - 7+ years in HR with 3+ years in senior/managerial capacity Languages - Fluency in English required: additional languages a plus COMPETENCIES & SKILLS • Strong business acumen and strategic thinking • Excellent stakeholder management and influencing skills • Data literacy - ability to translate metrics into actionable insights • Strong knowledge of employment law and HR compliance • Confident communicator, written and verbal • Comfortable operating in a fast-paced, global matric environment • High emotional intelligence and confidentiality WHAT SUCCESS LOOKS LIKE (FIRST 12 MONTHS) • Established trusted relationships with key business stakeholders • Delivered measured improvements in employee engagement scores • Reduced time-to-fill for critical roles through structured talent pipelines • Implemented at least one process improvement across HR operations • Contributed to a leadership development initiative REPORTING STRUCTURE Reports to: Senior VP