Country HR Manager

Country HR Manager True North Consult Ltd Consulting Human Resources, Management, Business Operations Position Description Act as a Business Partner to country business teams by aligning all HR deliveries talent acquisition, employee engagement, career growth and retention to meet business requirements. Job Purpose Ensure effectiveness and end-to-end employee lifecycle management by complementing the business objectives with the overall HR policies and practices. Responsibilities

• 1. Employee Lifecycle Management — Operations Design, develop, and execute cross-functional programs and employee engagement initiatives to improve performance and reduce attrition. Drive engagement-survey impact planning sessions at country level and track action planning for enhanced employee satisfaction. Manage the complete recruitment cycle, from sourcing to offer, as per the defined talent acquisition process and approved SLAs, for levels delegated to countries. Conduct onboarding of new joiners and smooth induction at country level. Ensure effective utilisation of the HR budget and implement measures to drive cost optimisation.
• 2. Talent Management and Learning & Development Goal setting: KRA communication for all employees, ensuring timely KRA creation for new joiners. Facilitate and drive compliance in the country performance management cycle — appraisal completion (mid-year and annual), probation completion for supervisors. Ensure effective Performance Improvement Plan creation and follow-up while working with managers. Participate in rolling out talent management initiatives. Sensitise employees on L&D processes, calendar, and offerings through constant communication. Capture country training needs and drive training compliance.

Autres informations

• 3. Business Partnering & Communication Understand the business environment and country-level business priorities to provide effective HR and administrative support to leadership teams. Interpret and implement HR policies to bring uniformity to all people practices. Inculcate discipline and code of conduct by reinforcing workplace ethics and value systems. Plan communication initiatives with leadership teams at country and corporate level to ensure consistency, openness, and transparency. Coordinate special projects as directed, including employee survey and feedback processes. Design and implement country-specific Rewards & Recognition programs and facilitate deployment and review of national R&R programs for sustainability, effectiveness, and relevance.
• 4. Statutory Compliance & Industrial Relations Ensure 100% HRMS data accuracy. Manage outsourced associates end to end (recruitment of vacant positions, attendance, monthly payroll, compliance, etc.). Ensure all statutory compliances are adhered to as per the laws of the land. Maintain cordial relations with relevant workforce unions (where applicable) to ensure smooth and uninterrupted operations. Key Performance Indicators
• Recruitment cycle delivered within approved SLAs; vacancies filled on time.
• Attrition rate and employee engagement outcomes against country targets.
• Appraisal completion (mid-year and annual) and probation completion for supervisors; timely KRA creation for new joiners.
• 100% HRMS data accuracy.
• Full statutory compliance with labour laws; outsourced associate payroll and compliance managed without exception.

HR budget utilisation and cost-optimisation measures delivered. Person Specification Education, Training, Skills & Experience

• Minimum Educational Qualifications MBA or equivalent in Human Resources.
• Knowledge Required Statutory compliance. Labour laws. Employee lifecycle management activities.
• Skills / Competencies Stakeholder management; people management; effective coordination; impactful communication; interviewing skills; customer orientation.

Formation / Diplômes

• Relevant Experience Combination of relevant education and HR experience of 8–10 years. Strong background in HR policy and practice; experience in employee relations and legal compliance preferred. Environment
• End-to-end HR responsibility for 150–200+ employees (including supervisors) plus outsourced associates.
• Distributed workforce, making employee engagement a standing challenge.
• Union management where applicable. Additional Key Decisions

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