Human Capital Manager

Overview

Role Purpose

Corporate HC Strategy & Governance (Support Role)

• Support the execution of Human Capital & Development strategy aligned with corporate strategy and expansion priorities.
• Assist in maintaining corporate HC governance frameworks, including policies, delegated authorities, and approval matrices.
• Contribute to organizational design initiatives ensuring clarity of roles and optimized structures.
• Track and analyze enterprise HC KPIs and provide insights and recommendations.
• Support management of HC annual calendar (performance cycles, talent reviews, workforce planning, etc.).
• Provide analytical and operational support to executive advisory activities led by the Head.

HC Operating Model & Service Excellence

• Oversee day-to-day operations of corporate HC services (TA, L&D, Total Rewards, HR Ops, Talent Management).
• Ensure adherence to service standards and support continuous improvement initiatives.
• Coordinate with subsidiaries to ensure alignment with corporate frameworks and service expectations.

Workforce Planning & Organizational Effectiveness

• Support corporate workforce planning processes aligned with business and subsidiary needs.
• Assist in organizational design, job architecture, and role clarity initiatives.
• Contribute to change management and transformation projects across the Group.

Talent Acquisition, Employer Brand & Mobility

• Support implementation of corporate talent acquisition strategy and workforce planning initiatives.
• Ensure adherence to employer branding and EVP guidelines across subsidiaries.
• Monitor recruitment quality, fairness, and compliance with assessment standards.
• Support onboarding frameworks and internal mobility programs across subsidiaries.

Performance, Talent Management & Succession

• Support execution of corporate performance management cycle and governance processes.
• Assist in talent reviews, succession planning, and leadership pipeline development.
• Ensure implementation of competency frameworks and career paths.

Learning, Leadership & Capability Development

• Support implementation of enterprise learning and development initiatives.
• Coordinate leadership development and high-potential programs.
• Promote adoption of digital learning platforms and development tools.

Total Rewards, Job Architecture & Policy Framework

• Support implementation of corporate compensation structures and job evaluation frameworks.
• Monitor compliance with reward governance and pay equity principles.
• Assist in maintaining standardized HC policies and ensuring proper localization.

Culture, Engagement, Employee Relations & Compliance

• Support initiatives that promote a high-performance culture and employee engagement.
• Monitor engagement outcomes and assist in action planning.
• Ensure adherence to employee relations frameworks and escalation protocols.
• Support compliance monitoring with labor laws and internal policies.

HC Digitalization, HRIS & People Analytics

• Support implementation of HC technology roadmap and systems.
• Assist in building and maintaining people analytics and reporting dashboards.
• Ensure data accuracy, consistency, and compliance with data privacy standards.

Stakeholder Management

• Act as a key liaison between corporate HC and subsidiaries.
• Support engagement with leadership teams and internal stakeholders.
• Represent the function in meetings or initiatives as delegated by the Head.
• Act on behalf of the Head when required.

Qualifications & Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Master’s degree and/or HR certifications (CIPD / SHRM / SPHR) preferred.
• 10–12 years of experience in Human Capital / HR, with at least 3–5 years in a managerial role.
• Experience in corporate or multi-entity environments is highly desirable.

Key Competencies

• Strong execution and operational leadership
• Strategic thinking with hands-on delivery capability
• Stakeholder management and communication skills
• Analytical and data-driven mindset
• Knowledge of HR governance and organizational development
• Ability to manage multiple priorities in complex environments