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.
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