Human Resources Manager

The Human Resources Manager is responsible for establishing, developing, and managing the Human Resources functionfor the organization. This is a hands-on leadership role for a growing small company that requires the successful candidate to build appropriate HR infrastructure while managing the day-to-day needs of employees and management.

The HR Manager will lead the creation and revision of policies, compensation and salary structures, departmental andemployee Key Performance Indicators (KPIs), employee benefits, performance management, recruitment, employeerelations, training, compliance, and workforce planning. The position will serve as both a strategic advisor to management and a trusted resource for employees.

• Bachelor's degree in Human Resources Management, Business Administration, Management, Industrial Relations, or a

related discipline.

• Professional HR certification or postgraduate qualification is an asset.

• Minimum of 5 years of progressive Human Resources experience, preferably including HR management or generalist

responsibilities.

• Experience developing HR policies, procedures, employee handbooks, performance systems, and KPIs.

• Experience with compensation analysis, salary structures, or job evaluation is strongly preferred.

• Experience establishing or significantly improving an HR function is highly desirable.

1. HR Department Development & Strategy

• Build and formalize the company's Human Resources function, systems, processes, documentation, and reporting

structure.

• Conduct an initial HR assessment to identify gaps, risks, inconsistencies, and opportunities for improvement.

• Develop an HR strategy and annual HR work plan aligned with business objectives.

• Establish appropriate employee records, HR templates, forms, reporting systems, and administrative processes.

• Recommend HR technology and systems appropriate for the current size and future growth of the company.

• Advise senior management on workforce planning, staffing, employee relations, compensation, organizational structure,

and other people-related matters.

2. Policies, Procedures & Employee Handbook

• Conduct a comprehensive review of all existing HR policies and procedures.

• Identify policies that are outdated, inconsistent, unclear, or missing.

• Develop and implement new HR policies based on organizational needs and applicable employment requirements.

• Create or revise the company's Employee Handbook.

• Establish clear procedures for attendance, punctuality, leave, overtime, disciplinary action, grievances, performance

management, workplace conduct, confidentiality, conflicts of interest, and other employment matters.

• Develop standardized HR forms and establish a schedule for periodic policy reviews.

• Ensure managers and employees understand and consistently apply company policies.

3. Performance Management & KPI Development

• Design and implement a company-wide performance management system.

• Work with senior management and department managers to establish meaningful KPIs for every department.

• Translate departmental KPIs into measurable individual employee expectations where appropriate.

• Establish performance review schedules, rating systems, templates, and documentation standards.

• Train managers on setting expectations, providing feedback, documenting performance, and conducting effective

performance reviews.

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• Develop Performance Improvement Plan (PIP) procedures and track performance trends.

• Recommend appropriate recognition and reward approaches for strong employee performance.

4. Compensation, Salary Scales & Benefits

• Review current salaries and compensation practices for internal consistency and competitiveness.

• Conduct salary benchmarking and market research for key positions.

• Develop structured salary grades, salary bands, or pay scales appropriate for the organization.

• Establish objective criteria for starting salaries, salary increases, promotions, and movement within salary bands.

• Develop an annual salary review process and conduct periodic internal pay-equity reviews.

• Research and evaluate potential employee benefits based on employee needs, affordability, and business objectives.

• Prepare cost-benefit analyses for options such as health insurance, life insurance, retirement or pension arrangements,

incentives, allowances, employee discounts, wellness initiatives, and other benefits.

• Develop a total compensation philosophy that supports attraction and retention while remaining financially sustainable.

5. Recruitment, Selection & Onboarding

• Develop a standardized recruitment and selection process.

• Create and maintain accurate job descriptions for all positions.

• Establish consistent interview, reference-checking, selection, and hiring procedures.

• Coordinate recruitment for vacant and newly created positions.

• Develop structured onboarding, orientation, and probationary review programs.

• Track recruitment metrics including time-to-fill, turnover, quality of hire, and new-hire retention.

• Develop strategies to attract and retain high-performing employees.

6. Employee Relations & Workplace Culture

• Serve as a trusted point of contact for employees regarding workplace concerns, policies, and HR matters.

• Guide managers on employee relations, discipline, grievances, and performance concerns.

• Conduct or coordinate workplace investigations when required.

• Promote a professional, respectful, fair, and accountable workplace culture.

• Develop employee recognition, engagement, and retention initiatives.

• Conduct employee engagement or satisfaction surveys and recommend actions based on findings.

• Monitor morale, absenteeism, turnover, and other indicators of organizational health.

7. Training & Development

• Conduct training needs assessments across departments and develop an annual training plan.

• Coordinate leadership and supervisory development for managers and team leaders.

• Identify skill gaps and recommend appropriate training interventions.

• Maintain employee training records and track completion of required training.

• Support succession planning, employee development, and career progression for key roles.

8. HR Compliance & Record Management

• Maintain accurate, organized, and confidential employee records.

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• Ensure employment contracts, job descriptions, disciplinary records, performance evaluations, leave records, and other

HR documents are properly maintained.

• Monitor compliance with applicable employment laws, regulations, and company policies.

• Recommend corrective action when HR practices create legal, operational, or employee-relations risks.

• Maintain HR calendars for probation reviews, performance evaluations, contract renewals, training, leave, and other

important activities.

9. Workforce Planning & Organizational Development

• Assess current and future staffing requirements with management.

• Review departmental structures and recommend improvements where necessary.

• Develop and maintain the organizational chart and clear reporting relationships.

• Assist management with restructuring, promotions, transfers, succession planning, and role design.

• Help establish career paths and advancement opportunities for employees.

10. HR Reporting & Analytics

• Develop a monthly or quarterly HR dashboard for senior management.

• Track headcount, turnover, retention, absenteeism, recruitment, performance, departmental KPI achievement, training,

employee-relations trends, overtime, compensation costs, engagement, and leave utilization.

• Use HR data to identify trends, risks, and opportunities and provide actionable recommendations to management.