1. Position Information
- Position Title: Human Resources Manager
- Department: Human Resources
- Reports To: Chief Administrative Officer (CAO) / Managing Partner
- Functional Coordination: Executive Management, Branch Managers, Finance, CMO, Quality & Risk Manager, Legal Counsel, and Department Heads
- Direct Reports: Recruitment Specialist, Compensation & Benefits Specialist, Training & Development Specialist, HR Generalist / Officers
2. Job Purpose
The Human Resources Manager is accountable for designing, leading, and executing the organization's overall human resources strategy, talent acquisition, employee relations, performance management, compensation governance, and organizational development across all central and branch locations.
The role ensures that the workforce is effectively planned, supported, and aligned with strategic business goals while fostering a high-performance, compliant, dignified, and engaging workplace culture. Operating within a charity-backed healthcare environment, the HR Manager serves as the primary strategic advisor to executive leadership on all people-related matters, labor legislation, and workforce efficiency, ensuring that clinical and non-clinical staff uphold the highest standards of operational excellence, medical ethics, and empathetic care.
3. Key Responsibilities
A. Strategic Workforce Planning & Talent Acquisition
- Formulate and execute the enterprise workforce planning strategy, headcount budgeting, and recruitment frameworks in alignment with organizational expansion and branch requirements.
- Oversee full-cycle talent acquisition, sourcing, credentialing verification, selection, onboarding, and deployment processes across clinical, administrative, and operational departments.
- Ensure optimal staffing allocations and recruitment velocity to meet clinical operational demands without exceeding payroll budgets.
- Regularly review and update job descriptions, organizational charts, salary structures, and competency frameworks as the organization evolves.
B. Performance Management & Talent Development
- Lead the enterprise performance management system, appraisal cycles, objective setting (KPIs), and competency evaluations across all departments.
- Identify organizational skill gaps and collaborate with department heads to execute targeted developmental and corrective action plans (CAPA).
- Supervise the Training & Development Specialist in designing, coordinating, and evaluating mandatory clinical compliance, customer service, and leadership development programs.
- Support succession planning, career progression pathways, and high-potential talent retention frameworks for key clinical and administrative positions.
C. Employee Relations, Workplace Culture & Mission Alignment
- Cultivate a respectful, collaborative, inclusive, and performance-driven organizational culture that honors the institution's charity and subsidized healthcare mission.
- Oversee employee relations, grievance resolution procedures, and disciplinary proceedings in a fair, transparent, and legally sound manner.
- Monitor employee engagement, morale, turnover trends, and exit interview analytics, implementing proactive retention and engagement initiatives.
- Serve as an objective mediator and trusted advisor for employee concerns, managerial disputes, and workplace conflicts.
D. Compensation, Benefits & Payroll Coordination
- Oversee compensation administration, market salary benchmarking, and employee benefit programs to ensure internal equity, external competitiveness, and fiscal responsibility.
- Partner with the Compensation & Benefits Specialist and Accounting/Finance to ensure 100% accurate, timely monthly payroll processing, shift differentials, hazard allowances, and social security remittances.
- Monitor workforce financial metrics, payroll cost ratios, and overtime trends in strict alignment with approved budgets.
E. Compliance, HR Policies & Risk Management
- Enforce full compliance across all HR policies, employment contracts, and labor practices with national labor legislation, health authority regulations, and social security mandates.
- Maintain, update, and distribute the Employee Handbook, HR Standard Operating Procedures (SOPs), and administrative policy manuals.
- Oversee secure employee record management, HRIS/ERP database integrity, data privacy (PHI/ePHI), and strict personnel file confidentiality.
- Identify human capital risks, labor dispute exposures, or compliance gaps, formulating mitigation strategies and escalating them to executive management.
F. HR Analytics, Reporting & Continuous Improvement
- Maintain a comprehensive HR performance dashboard tracking critical workforce indicators (turnover, time-to-fill, absenteeism, training hours, payroll ratio).
- Prepare accurate, insightful monthly HR analytics reports for the Managing Partner, CAO, and executive committee.
- Drive continuous improvement and digital automation within HR workflows, leveraging HRIS capabilities (e.g., Odoo, SAP) for data-driven workforce planning.
4. Decision-Making Authority
Within approved policies, budgets, and delegated authority, the HR Manager is responsible for:
- Directing daily HR operations, departmental workflows, and team assignments.
- Approving formal job offers, employment contracts, salary placements, and internal transfers within pre-approved salary scales and headcount budgets.
- Resolving employee grievances, formal complaints, and disciplinary measures in alignment with labor law and organizational policies.
- Recommending executive compensation adjustments, organizational restructuring, promotions, L&D budgets, and policy revisions to executive management.
- Initiating organizational development programs, employee engagement schemes, and process improvements across branches.
- Escalating critical labor disputes, severe regulatory breaches, executive misconduct, or major workforce risks immediately to the Managing Partner and CAO.
5. Qualifications & Experience
Education
- Bachelor’s degree in Human Resources Management, Business Administration, Organizational Psychology, or a related field.
- Master’s degree (MBA/MSc) or senior professional HR certifications (e.g., SHRM-SCP®, SPHRi®, CIPD Level 7) are strongly preferred.
Experience
- Minimum 8–10 years of progressive HR experience, with at least 4 years in an HR leadership or managerial role, preferably within healthcare, hospitals, medical centers, or complex multi-branch service environments.
- Proven expertise in strategic workforce planning, healthcare talent acquisition, labor law compliance, compensation design, and performance management systems.
