Principal purpose of position 
HR Manager’s job entails providing practical, consistent, and pro active support, direction and advice to other division managers on HR procedure, policy, best practice, employment rewards, benefits, and legislation to facilitate in achieving the objectives and targets of an organization. 
The HR manager performs human resources management works relating to hiring, recruitment, training, compensation, promotion, termination, career development, or retirement. 
HR manager also develops, updates, and maintains personnel policies, policy manuals and employee handbook as required.

Essential job functions:
•	Defining the learning strategy and recruitment, setting high standard principles and providing likely solutions. Providing pragmatic and consistent guidance and advice to managers on grievance, attendance, disciplinary, and performance issues. 
•	Raising pro active issues with managers, identifying practical solutions to complex and diverse HR issues, and recommending appropriate action plans. 
•	Compiling and managing case management documentation, accompany and support managers. 
•	Briefing new managers on the policies and procedures of an organization in conjunction with development and learning team, providing coaching to managers on difficult and complex issues. 
•	Liaising with recruitment team on salary levels for existing and prospective staff consistent with organization market conditions and policies. 
•	Ensuring the maintenance of all payroll data by HR Administrators. 
•	Reviewing and revising HR policies in compliance with changing or new legislation. 
•	Developing personal policies, maintaining and updating policy manuals as well as employee handbooks as needed. 
•	Organizing and conducting employee testing and recruitment programs. 
•	Collecting ongoing information regarding satisfaction of employee on salary packages and wage, working conditions, etc. 
•	Keeping managers informing on anti discrimination regulations. 
•	Conducting new employee orientation program and other educational and training programs on changes in benefits, diversity, etc. 
•	Administering and keeping information on benefits and compensation packages up-to-date. 
•	Receiving employee complaints and acting accordingly to resolve them. 
•	Utilizing outside resources in order to monitor issues and concerns in employment law, communicating potential changes to senior management.