HR Manager
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Before you apply
LocationAEI Rockwell Head Office
SenioritySenior
DepartmentHuman Resources
Company size51–200 people
PostedJul 7, 2026 · 4mo ago
Verified live3d ago
May no longer be actively hiring
Posted by the company on Jul 7, 202656% of this company's open roles have been listed for 90+ days
At a glanceSummarised by Seekless from the posting.
Develops and implements comprehensive HR strategies
Partners with senior management
Oversees end-to-end talent acquisition and recruitment processes
Directs onboarding and integration of new hires
Manages performance through strategic goal-setting, mid-year calibrations, and year-end evaluations
Administers employee relations
Manages offboarding process
Executes learning and development strategy
Maintains organizational development frameworks
Develops HR analytics frameworks and reporting mechanisms
Oversees optimization of HRIS and digital tools
Directs employer branding strategies and engagement initiatives
Partners with leadership to refine employee standards and procedures
Directly oversees individual and team performance
Develops resource plans based on current manpower and operation needs
Supports sourcing and hiring efforts of Human Resources
Assesses employee development needs
Plans and supports development of employee competencies
Engages and empowers employees to develop learning pathways
Conducts fair and thorough workload management
Coordinates within and between teams, departments, and locations
Promotes respect, presence, and flexibility through support and engagement
Ensures HR operations comply with state and local legal requirements, labor laws, and data privacy regulations
Skills
HRIS
Eye your future with us.
Work, learn and collaborate alongside top caliber professionals who have years of experience and knowledge hailing from diverse backgrounds.
Responsibilities
KRA 1: HR LEADERSHIP & ORGANIZATIONAL STRATEGY
Develops and implements comprehensive HR strategies that identify and address high-level organizational issues and align with Asian Eye’s overall business direction.
Partners with senior management to serve as a strategic link between leadership and employees, ensuring human resources set the tone for the entire organization.
Collaborates with Finance and executive teams to ensure all HR needs and resource allocations are aligned with approved manpower budgets and company objectives.
KRA 2: END-TO-END TALENT LIFECYCLE MANAGEMENT
Oversees end-to-end talent acquisition and recruitment processes, ensuring strategic sourcing and selection criteria align with organizational requirements.
Directs the onboarding and integration of new hires to ensure cultural and operational alignment from day one.
Manages performance through strategic goal-setting, mid-year calibrations, and year-end evaluations in accordance with company guidelines.
Administers employee relations, including performance improvement plans, disciplinary cases, and counseling to ensure a harmonious work environment.
Manages the offboarding process, including exit interviews and turnover trend analysis, to refine retention strategies.
KRA 3: LEARNING & ORGANIZATIONAL DEVELOPMENT
Executes a comprehensive learning and development strategy, identifying skill gaps through competency assessments and targeted interventions.
Maintains organizational development frameworks, including job profiling, competency management, and succession planning.
KRA 4: HR SYSTEMS, ANALYTICS, AND DATA-DRIVEN STRATEGY
Develops HR analytics frameworks and reporting mechanisms to provide leadership with data-driven insights on workforce trends and performance.
Ensures HR operations comply with state and local legal requirements, labor laws, and data privacy regulations.
Oversees the optimization of HRIS and digital tools to enhance operational efficiency and talent data management.
KRA 5: EMPLOYER BRANDING, ENGAGEMENT, AND TOTAL REWARDS
Directs employer branding strategies and engagement initiatives, including town halls and recognition programs, to enhance morale and culture.
Partners with leadership to refine employee standards, procedures, and internal communication strategies for consistent organizational alignment.
KRA 5: PEOPLE MANAGEMENT
Talent & Performance Management
Directly oversees individual and team performance by establishing goals, measuring progress, and ensuring clarity and alignment in meeting targets. This is achieved through:
constantly keeping all parties informed, involved, proactive, and flexible
Manages performance with employees and stakeholders through rewards and recognition, performance improvement plans, disciplinary actions, and staff retention initiatives.
Talent Acquisition
Develops resource plans based on the current manpower and operation needs.
Supports the sourcing and hiring efforts of Human Resources according to agreed-upon turnaround times by:
referring, screening & interviewing applicants
providing feedback on time
Capability Building
Assesses the employee’s development needs based on well-informed performance measures, goals, and career aspirations and movements.
Plans and supports the development of employee’s competencies by creating a learning environment, and ensuring constant support through leadership, coaching, and mentoring.
Engages and empowers employees to develop their own learning pathways and action plans aligned with their business goals.
Workload And Schedule Management
Conducts fair and thorough workload management through:
strategic assessment of operation needs and staff competencies
informed collaboration and delegation of tasks, promoting ownership, clear roles, healthy boundaries, and a supportive culture
Coordinates within and between teams, departments, and locations to leverage opportunities and accelerate results.
Promotes respect, presence, and flexibility through support and engagement, ensuring adherence to staff schedules, including meal breaks, shift planning, and leave management.
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