Human Resource Officer

1. JOB PURPOSE

The Human Resources Officer will provide effective day-to-day HR support to the manufacturing operation, ensuring that the organisation maintains an engaged, productive, disciplined and compliant workforce.

The role will focus on HR operations, employee relations, recruitment, attendance and workforce management, performance management, training, employee engagement, HR compliance and reporting, while working closely with Production and other operational departments.

The successful candidate must be comfortable working in a factory environment and understand the HR requirements of a shift-based, production-driven workforce.

2. KEY RESPONSIBILITIES

A. HR Operations & Administration

• Manage day-to-day HR activities and maintain accurate employee records and personnel files.
• Manage employee lifecycle processes including recruitment, onboarding, confirmation, transfers, promotions, contract renewals and exits.
• Ensure HR policies, procedures and processes are effectively implemented.
• Maintain accurate employee headcount and HR records.
• Prepare regular HR reports and workforce statistics for management.
• Maintain confidentiality and proper control of employee information.

B. Recruitment & Workforce Planning

• Coordinate recruitment for production, technical, supervisory and administrative positions.
• Work with Production and Department Heads to identify manpower requirements.
• Source, screen and interview candidates and coordinate reference/background checks.
• Coordinate offers, contracts and onboarding.
• Maintain talent pipelines for critical positions.
• Monitor the use of casual, temporary and contract labour and advise management on workforce requirements.

C. Employee & Industrial Relations

• Act as a first point of contact for employee grievances, complaints and workplace concerns.
• Support investigations and disciplinary processes in accordance with company policy and employment legislation.
• Advise supervisors and managers on employee relations and disciplinary matters.
• Monitor workplace relations and proactively identify potential conflicts.
• Support management in maintaining positive employee-management relations.
• Where applicable, support matters relating to trade unions and collective agreements.

D. Attendance, Leave & Workforce Discipline

• Monitor attendance, punctuality, absenteeism and employee timekeeping.
• Analyse absenteeism trends and recommend corrective measures.
• Monitor leave utilisation and ensure proper approval and documentation.
• Monitor overtime and ensure appropriate authorisation.
• Work with supervisors to address attendance and workforce discipline issues.
• Support effective management of shift workers.

E. Performance Management & Training

• Coordinate the performance appraisal process and ensure timely completion.
• Support managers in setting employee objectives and KPIs.
• Assist in managing poor performance and Performance Improvement Plans.
• Identify training and development needs in collaboration with departmental managers.
• Coordinate induction, training programmes and maintain training records.
• Support employee development and succession initiatives.

F. Employee Engagement & Culture

• Support initiatives that promote a positive, collaborative and performance-oriented workplace culture.
• Coordinate employee engagement, recognition and welfare initiatives.
• Maintain effective communication between employees and management.
• Identify employee morale and engagement issues and recommend appropriate interventions.
• Support initiatives aimed at improving employee retention and reducing avoidable turnover.

G. Compliance & HR Advisory

• Ensure HR practices comply with applicable employment and labour legislation and company policies.
• Maintain proper documentation for disciplinary, grievance, recruitment and termination processes.
• Support HR audits and statutory compliance requirements.
• Keep management informed of significant HR and employee relations issues.
• Advise supervisors and managers on HR policies, procedures and employee matters.

H. Manufacturing HR & Operational Support

• Work closely with Production, Operations, HSE, Quality, Maintenance and other departments.
• Understand production schedules and their impact on manpower requirements.
• Support effective deployment and utilisation of the workforce.
• Monitor labour productivity, overtime, absenteeism and employee turnover.
• Participate in operational meetings and provide HR input where required.
• Support change management arising from new equipment, automation, restructuring or changes in production processes.
• Promote compliance with factory rules, HSE requirements and employee standards.

I. HR Reporting & Analytics

Prepare and analyse regular reports covering:

• Headcount and employee movements.
• Recruitment and vacancies.
• Attendance and absenteeism.
• Overtime and labour costs.
• Employee turnover.
• Leave.
• Disciplinary cases and grievances.
• Training.
• Performance management.

The HR Officer should use HR data to identify trends, highlight risks and recommend practical solutions to management.

3. REQUIRED QUALIFICATIONS & EXPERIENCE

Academic

• Bachelor's Degree in Human Resources Management, Human Resource Management or a related field from a recognised institution – Mandatory.
• Professional HR qualification/membership is highly desirable.

Experience

• Minimum 5 years' progressive HR experience.
• At least 5 years' experience in a manufacturing, industrial, FMCG, processing, engineering or similar operational environment is mandatory.
• Demonstrable experience managing a sizeable blue-collar workforce.
• Strong experience in employee relations, disciplinary processes, recruitment, attendance management and performance management.
• Experience working closely with Production and Operations teams.
• Experience with shift workers, overtime and casual/contract labour will be an advantage.

4. TECHNICAL & PROFESSIONAL COMPETENCIES

• Strong knowledge of HR policies, procedures and employment/labour legislation.
• Excellent employee and industrial relations skills.
• HRIS and payroll systems experience.
• Strong Microsoft Office and Excel skills.
• HR reporting and data analysis.
• Recruitment and interviewing skills.
• Performance management.
• Disciplinary and grievance handling.
• Training and employee development.
• Workforce planning and analytics.

5. CORE PERSONAL COMPETENCIES

The successful candidate should demonstrate:

• Integrity and confidentiality
• Strong interpersonal and communication skills
• Emotional intelligence
• Firm but fair approach to employee management
• Conflict resolution and problem-solving ability
• Strong organisational and administrative skills
• Attention to detail
• Ability to work under pressure
• Ability to influence managers and supervisors
• Proactive and solutions-oriented approach
• Ability to work comfortably on the factory floor
• Strong business and operational awareness

6. KEY PERFORMANCE INDICATORS

Performance will be measured against:

• Timely and accurate HR administration and reporting.
• Recruitment turnaround time and quality of hires.
• Reduction in absenteeism and employee turnover.
• Effective resolution of employee grievances and disciplinary cases.
• Performance appraisal completion.
• Training plan implementation.
• HR and labour compliance.
• Accuracy of employee records.
• Employee engagement and retention initiatives.
• Effective workforce utilisation and HR support to Production.
• Quality and timeliness of HR advice provided to management.

7. WORKING RELATIONSHIPS

The position will work closely with HR Management, Plant/General Management, Production, Operations, Finance, HSE, Quality Assurance/Quality Control, Maintenance, Warehouse, Procurement, Supervisors and factory employees, as well as relevant external service providers and regulatory bodies.

8. WORKING ENVIRONMENT

This is a hands-on manufacturing HR position. The HR Officer is expected to regularly engage employees on the factory floor, understand operational challenges and provide timely HR solutions. The role may occasionally require attendance outside normal working hours to support shift operations or urgent employee relations matters.