People Manager

Major Accountabilities

• Oversee end-to-end people and HR operations, including recruitment, onboarding, employee relations, payroll coordination, and benefits administration.
• Develop, review, and implement HR policies, procedures, and guidelines in compliance with labor laws, company policies, and ethical standards.
• Manage the performance management cycle to ensure alignment with KPIs, organizational goals, and fair evaluation practices.
• Provide guidance and support to managers on employee relations matters, including performance issues, grievance handling, and disciplinary actions.
• Monitor headcount, workforce structure, and turnover trends to support workforce planning and organizational growth.
• Identify learning and development needs through skills gap analysis, performance reviews, and business requirements.
• Oversee the design, coordination, and evaluation of learning initiatives, including onboarding, compliance training, and leadership development.
• Support changing management initiatives to improve organizational adaptability, engagement, and people effectiveness.
• Collaborate with business leaders to align people initiatives with business strategies and operational needs.
• Lead, coach, and develop HR team members to ensure effective execution, collaboration, and professional growth.
• Manage relationships with government agencies, external vendors, training providers, and HR consultants.
• Monitor and optimize HR-related budgets to ensure efficient use of resources.

Job Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Accounting, or a related field.
• 8–10 years of progressive HR experience, with at least 5 years in a people management or leadership role.
• Strong knowledge of labor laws, HR policies, and employment practices.
• Proven experience managing end-to-end HR operations, including recruitment, employee relations, performance management, and payroll coordination.
• Hands-on experience in learning and development, talent development, or organizational capability building.
• Proficiency in HRIS systems and Microsoft Office applications, with the ability to use HR data for decision-making.
• Experience working in a software house, technology, startup, or fast-growing organization is an advantage.
• Demonstrated ability to work with cross-functional teams (e.g., Engineering, Product, Sales) and adapt HR practices to different working styles.
• Strong leadership skills, with the ability to coach, develop, and motivate team members from diverse backgrounds.
• Practical understanding of change management, organizational growth, or transformation initiatives.
• Strong communication and stakeholder management skills, with the confidence to advise managers at different levels.