The Group HR Manager is responsible for designing, leading, and executing the Human Resources strategy across the organization’s multiple business units. This role ensures alignment of HR practices with group objectives, promotes organizational culture, and manages talent acquisition, development, and retention at all levels. The Group HR Manager serves as a strategic partner to leadership, ensuring compliance with labor laws, while fostering a productive, motivated, and engaged workforce.
Strong leadership and people‑management skills (able to lead HR staff, coordinate across business units).

Excellent communication and interpersonal skills, able to influence senior leadership and stakeholders.

Proficiency with HRIS / HR software, MS Office, data‑analysis skills.

Solid knowledge of recruitment, performance management, compensation & benefits, learning & development.

Strong understanding of multiple labor laws and compliance issues

Change management, negotiation, conflict resolution skills.

Strategic thinking, proactive, organized, able to manage multiple priorities.
Bachelor’s degree in human resources, Business Administration.
Certifications such as SHRM, CIPD, or regionally recognized HR qualifying bodies are a plus.
Typically, 8+ years of HR experience, with at least some in a management or leadership HR role.

Experience across multiple sectors or industries (preferably including one or more of construction, retail, manufacturing/factory environment).

Experience managing HR in multiple sites or multiple business units.

Demonstrated experience in designing and managing HR strategy, compensation/benefits, talent development.

Experience in compliance with local labor laws and HR policy implementation.
1. HR Strategy, Job Analysis & Organizational Structuring

Develop and implement a group-wide HR strategy aligned with business goals.

Conduct job analysis across group entities to define, evaluate, and update job roles, responsibilities, and competency requirements.

Prepare and maintain job descriptions, grading systems, and competency frameworks for consistency and fairness.

Lead organizational structuring and manpower planning exercises to optimize reporting lines, spans of control, and workforce efficiency.

Advise top management on organizational design, restructuring initiatives, and workforce allocation.

Standardize HR policies, procedures, and employee handbooks across all subsidiaries.

2. Talent Acquisition & Workforce Planning

Oversee group-wide recruitment, selection, and onboarding processes.

Develop annual manpower and succession planning strategies.

Establish partnerships with universities, recruitment agencies, and professional associations to secure talent pipelines.

Support subsidiaries in building strong employer branding and recruitment campaigns.

3. Learning & Development

Identify training and development needs across the group.

Design and implement leadership development programs, technical training, and soft-skill workshops.

Monitor training effectiveness and track ROI on development initiatives.

Promote a culture of continuous learning and career growth.

4. Performance Management

Implement and maintain a unified performance appraisal system across group companies.

Train managers in performance evaluation, coaching, and employee development.

Link performance outcomes to compensation, promotions, and succession planning.

5. Compensation & Benefits

Develop competitive compensation structures and benefits programs.

Benchmark salaries against market data to ensure fairness and competitiveness.

Oversee payroll accuracy and compliance with labor law, tax, and social security requirements.

Introduce reward and recognition systems that motivate and retain employees.

6. Employee Relations & Engagement

Promote a positive and inclusive work environment across all subsidiaries.

Address employee grievances promptly and ensure compliance with labor regulations.

Lead group-wide employee engagement programs, recognition initiatives, and cultural activities.

Act as custodian of organizational values, ethics, and integrity.

7. Compliance & HR Operations

Ensure compliance with labor laws, employment regulations, and health & safety standards across all countries of operation.

Maintain accurate HR records, HRIS systems, and personnel files.

Manage expatriate staff processes, including work permits, contracts, and relocation support.

Conduct internal audits of HR processes and implement corrective measures where necessary.

8. HR Reporting & Analytics

Develop HR dashboards and analytics on headcount, turnover, absenteeism, training hours, and other key indicators.

Present HR insights and recommendations to executive management.

Use HR data to support evidence-based decision-making and strategic planning.

If you are interested, please apply to this link:

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