Assistant HR Manager

**Key Accountability**

**1. Talent Management**
- Lead Talent Management programs according to defined strategy and plan, including the creation and delivery of key deliverables, reports, communications, learning materials, and other support resources
- Administer Talent Management programs aligned with the company’s strategy, including the creation and delivery of key reports, communications, and learning materials.
- Develop and maintain the company’s Talent Matrix annually, serving as a key contact for Talent Management inquiries.
- Track employees’ potential and career progression through Talent Management programs.
- Build succession planning strategies and discuss career path options with high-potential employees.
- Conduct regular skills gap analyses to identify development opportunities.
- Provide timely reports on Talent Management progress and initiatives.

**2. Learning & Development**
- Develop and implement training programs that enhance employee skills and competencies.
- Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers.
- Draw an overall or individualized training and development plan that addresses needs and expectations
- Review evaluations and make assessments of effectiveness of training in terms of employee accomplishments and performance
- Identify Training Needs by Assessing the workforce’s skills and knowledge gaps in alignment with the company’s strategic goals.
- Track Training and Development Progress by monitoring and report on the effectiveness of training initiatives, Evaluate the impact of training on employee performance and business outcomes.
- Stay Up-to-Date and Keep abreast of the latest trends and technologies in training and development also build and maintain relationships within the organizations and with external partners
- Conduct periodic assessments to measure training effectiveness and recommend improvements.
- Lead the team to create the induction plan and monitor is implementation for all the new joiners and measure the induction effectiveness

**3. Performance Management**
- Develop and execute performance management processes, tracking key performance indicators (KPIs) for employees.
- Execute the Performance Improvement Plan (PIP) yearly for the developing and under developing contributors to identify the root cause of the low performance and make the needed action for improvement.
- Create and update organizational charts, ensuring clarity in position responsibilities.
- Implement best practices for employee engagement and career development.
- Conduct job and task analysis to align roles with business objectives.

**4. Manpower Planning & Talent Acquisition**
- Improve organization attractiveness by recommending new policies and practices; monitoring job offers and compensation practices; and emphasizing benefits and perks.
- Establish recruiting requirements by studying organization plans and objectives and meeting with managers to discuss needs.
- Build applicant sources by researching and contacting community services, colleges, employment agencies, media, and internet sites; providing organization information, opportunities, and benefits; making presentations; and maintaining rapport.
- Conduct structured interviews using various recruiting tools and ability tests to select top talent.
- Ensure compliance with MEA sourcing policies in the hiring process.
- Strengthen employer branding and position the company as a **“Geart place to work”**.
- Manage internship programs by providing orientation, monitoring job contributions, and coaching interns.
- Provide timely recruitment reports on staffing objectives, organizational changes, and hiring activities.
- Develop and update job descriptions and specifications to attract the right talent

**Qualification, Experience & Skills**
- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field
- HR certifications such as HR Diploma, SHRM-CP, PHR, SPHR, or CIPD are preferred.
- Additional certifications in Talent Management, Learning & Development, or Performance Management are a plus.
- +9 years of experience in HR roles, with a focus on talent acquisition, learning & development, performance management, and talent management.
- Prior experience in the port and terminal industry or a similar operational environment is highly desirable.
- Proven track record in developing and implementing talent strategies that align with business objectives.
- Experience in succession planning, employee engagement, and leadership development.
- Strong background in recruitment processes, including sourcing, interviewing, and selection.
- Hands-on experience with HRIS systems and data-driven decision-making in HR functions.
- Strategic Thinking - Ability to align talent management initiatives with business goals.
- Leadership & Coaching - Experience in mentoring employees an