HR
OnSite |
Deadline
Dec 1, 2026
Key Responsibilities
A. Talent Acquisition & Onboarding
• Develop and implement recruitment strategies to attract qualified candidates across
departments.
• Manage the end-to-end hiring process including job posting, screening, interviews,
background checks, and employment offers.
• Coordinate onboarding sessions and documentation for new hires, ensuring a smooth
integration into the company culture and processes.
• Maintain a pipeline of potential candidates and manage succession planning for critical
roles.
B. Employee Relations & Communication
• Serve as the primary point of contact for all staff-related concerns, grievances, or
conflict resolution.
• Ensure consistent interpretation and application of HR policies and labor laws across all
levels of the organization.
• Mediate interpersonal or departmental conflicts and recommend interventions where
necessary.
• Promote a positive work environment that encourages teamwork, productivity, and
accountability.
C. Performance Management
• Design and manage an objective performance appraisal system for all departments.
• Coordinate quarterly or bi-annual performance reviews, collate feedback, and guide
performance improvement plans.
• Work with department heads to set KPIs and performance targets aligned with company
goals.
• Recognize high performers and recommend promotions, incentives, or disciplinary
measures where appropriate.
D. HR Policy Development & Enforcement
• Review and update employee handbooks, policies, and code of conduct regularly in line
with best practices and labor regulations.
• Ensure all departments are compliant with HR policies regarding attendance,
punctuality, leave, and behavior.
• Maintain confidential employee records, warning letters, performance evaluations, and
HR documentation.
E. Training & Capacity Building
• Conduct training needs assessments in collaboration with department heads.
• Design and implement in-house trainings, orientation programs, and employee
development plans.
• Source external training vendors or facilitators for specialized learning areas (e.g., sales
techniques, customer service, leadership).
• Evaluate training effectiveness and recommend follow-up support or assessments.
F. Payroll, Compensation & Benefits Coordination
• Collaborate with the Finance & Accounts Department to process monthly payroll based
on accurate attendance and approved deductions.
• Manage salary structure reviews, allowances, commissions, HMO, pension, and leave
accruals.
G. HR Reporting & Strategy
• Prepare monthly and quarterly HR reports including staff strength, turnover rates,
disciplinary actions, leave utilization, and recruitment summaries.
• Advise the Directorate Office on strategic HR matters including staffing gaps, culture
improvement, and employee engagement trends.
• Support workforce planning in line with business expansion and project needs.
• Recommend organizational structure changes and role redesigns where necessary.
Requirements
Strong understanding of HR best practices in a structured and target-driven environment.
Experience managing HR operations in fast-growing organizations.
Ability to handle confidential information with integrity and discretion.
Excellent communication, negotiation, and conflict-resolution skills.
Strong organizational and leadership abilities.
Preferred Qualifications
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 2 years of progressive HR experience.
Experience in Real Estate or Sales-driven organizations is an added advantage.
Professional HR certification
Proficiency in HR software and Microsoft Office tools.
Compensation & Benefits:
Competitive monthly salary (based on experience and qualifications).
Performance-based bonuses.
Commission on every sale.
Transportation allowance in the first month.
Health insurance coverage.
Paid annual leave and public holidays.
Professional development and training opportunities.
Supportive work environment with career growth opportunities.
