Assistant Manager, Human Resources / Policy & Compliance Specialist

Job Description

We are seeking an experienced and proactive Assistant Manager, Human Resources / Policy & Compliance Specialist to oversee key human resources functions and ensure the organisation’s HR practices remain compliant with applicable employment laws, internal policies, and regulatory requirements.

The successful candidate will support workforce planning, recruitment, employee relations, performance management, compensation and benefits, HR operations, learning and development, and industrial relations. This role requires strong leadership, sound judgement, and the ability to work closely with management and employees at all levels.

Here are the key responsibilities and tasks typically associated with this role:

Recruitment & Talent Acquisition

• Oversee the end-to-end recruitment process for all positions within the organisation.
• Develop and implement talent acquisition strategies to attract high-potential candidates.
• Represent the organisation at career fairs and other recruitment initiatives.
• Conduct interviews and collaborate with department heads to fulfil staffing requirements.
• Ensure recruitment activities are completed efficiently and in line with workforce plans.

Employee Relations

• Manage employee engagement, retention, and internal communication initiatives.
• Serve as the primary point of contact for employee grievances, concerns, and conflict resolution.
• Promote open communication and foster a positive, respectful, and productive working environment.
• Advise employees and managers on workplace matters in accordance with company policies.

Performance Management

• Manage the employee performance review process and support managers in setting clear performance goals.
• Monitor employee performance based on established key performance indicators.
• Address performance-related issues and recommend appropriate improvement measures.
• Develop and oversee employee development, training, and career progression plans.

HR Policies & Compliance

• Develop, review, and maintain HR policies, procedures, and employee guidelines.
• Ensure organisational compliance with applicable labour laws, employment regulations, and internal governance requirements.
• Monitor legislative and regulatory updates and revise HR policies accordingly.
• Ensure compliance with workplace health and safety requirements and other relevant regulatory standards.
• Conduct periodic reviews to identify policy or compliance gaps and recommend corrective action.

Compensation & Benefits

• Oversee payroll administration, compensation structures, and employee benefits.
• Review and recommend improvements to salary, benefits, and total rewards programmes.
• Manage employee benefit entitlements and ensure accurate and timely administration.
• Support benchmarking exercises to maintain competitive and equitable compensation practices.

HR Operations

• Maintain accurate and up-to-date employee records within the HR management system.
• Manage HR documentation, filing, and document retention requirements.
• Oversee employee onboarding, offboarding, and exit interview processes.
• Prepare HR reports and provide data-driven insights to support business and workforce decisions.
• Ensure HR operational processes are efficient, consistent, and properly documented.

Learning & Development

• Identify organisational and employee skill gaps through assessments and performance data.
• Develop and coordinate training programmes, workshops, and employee development initiatives.
• Monitor the effectiveness of training programmes through evaluation and assessment.
• Recommend continuous improvements to enhance employee capabilities and organisational performance.

Industrial Relations

• Develop initiatives that encourage collaboration, creativity, and improved organisational productivity.
• Establish effective communication between employees and management to maintain positive working relationships.
• Support managers and employees in resolving workplace and industrial relations matters.
• Promote cooperation, mutual understanding, and constructive employee-management engagement.
• Safeguard the legitimate interests of both employees and management.
• Support positive engagement with trade unions, where applicable, to minimise industrial disputes.
• Promote an ethical, healthy, and productive workplace environment.