Human Resources Manager

The Human Resources Manager is responsible for leading and managing the full spectrum of Human Resources functions for CIP Terminal Operations.

This role partners with business leaders to develop and implement HR strategies that support operational excellence, workforce productivity, employee engagement, talent development, and regulatory compliance.

The incumbent will oversee recruitment, employee relations, performance management, learning and development, compensation and benefits administration, and workforce planning to ensure the organization attracts, develops, and retains a high-performing workforce capable of delivering exceptional customer service standards.

HR Strategy & Business Partnership

• Partner with management to align HR initiatives with business objectives and operational requirements.
• Provide strategic HR advice and support to department heads and managers.
• Drive workforce planning and organizational development initiatives to support business growth.
• Analyze workforce trends and recommend solutions to improve productivity and employee engagement.

Talent Acquisition & Workforce Planning

• Lead end-to-end recruitment activities including manpower planning, sourcing, interviewing, selection, onboarding, and induction.
• Develop recruitment strategies to attract quality talent for operational and support functions.
• Build talent pipelines for critical positions and succession planning.
• Monitor staffing levels to ensure operational readiness and service excellence.

Employee Relations & Engagement

• Foster a positive workplace culture that promotes teamwork, accountability, and service excellence.
• Manage employee grievances, disciplinary matters, and conflict resolution.
• Lead employee wellness and wellbeing programs.
• Advise managers on employee relations matters and employment legislation.

Performance Management

• Lead the performance appraisal process and ensure timely completion across departments.
• Support managers in setting performance objectives and development plans.
• Monitor performance trends and recommend interventions where necessary.
• Implement employee recognition and reward programs.

Learning & Development

• Identify training needs and develop annual training plans.
• Coordinate leadership, customer service, compliance, safety, and operational training programs.
• Support career development and succession planning initiatives.
• Evaluate training effectiveness and return on investment.

Compensation & Benefits

• Manage compensation and benefits programs to ensure competitiveness and internal equity.
• Participate in salary reviews, bonus administration, and benchmarking exercises.
• Ensure accurate administration of employee benefits and welfare programs.
• Monitor HR budgets and recommend cost-effective solutions.
• Oversee monthly payroll process