Group HR Manager

Position: Group HR ManagerEmployment Category: PermanentLocation: South Sudan, JubaPosition SummaryThe Group HR Manager is responsible for developing and executing human resource strategies that support the overall business objectives of the organization. The role oversees all HR functions across the group, including talent acquisition, performance management, employee relations, training and development, and compliance with labor laws and organizational policies. The Group HR Manager will play a key role in building a high-performance culture, strengthening leadership capacity, and ensuring effective workforce planning across all business units.Major Duties & Responsibilities1. HR Strategy and PlanningDevelop and implement HR strategies aligned with the organization’s goals.Lead workforce planning, organizational development, and succession planning initiatives.Advise senior management on HR best practices and organizational design.Develop and implement HR strategies aligned with the organization’s goals.Develop and implement HR strategies aligned with the organization’s goals.Lead workforce planning, organizational development, and succession planning initiatives.Lead workforce planning, organizational development, and succession planning initiatives.Advise senior management on HR best practices and organizational design.Advise senior management on HR best practices and organizational design.2. Talent Acquisition and Workforce ManagementOversee recruitment and selection processes across the group.Ensure timely hiring of qualified personnel to meet operational needs.Develop and maintain talent pipelines and employer branding initiatives.Oversee recruitment and selection processes across the group.Oversee recruitment and selection processes across the group.Ensure timely hiring of qualified personnel to meet operational needs.Ensure timely hiring of qualified personnel to meet operational needs.Develop and maintain talent pipelines and employer branding initiatives.Develop and maintain talent pipelines and employer branding initiatives.3. Performance ManagementDesign and implement performance management systems.Monitor employee performance and ensure alignment with organizational objectives.Support managers in performance reviews, coaching, and disciplinary actions.Design and implement performance management systems.Design and implement performance management systems.Monitor employee performance and ensure alignment with organizational objectives.Monitor employee performance and ensure alignment with organizational objectives.Support managers in performance reviews, coaching, and disciplinary actions.Support managers in performance reviews, coaching, and disciplinary actions.4. Employee Relations and EngagementPromote a positive work environment and strong organizational culture.Handle employee grievances, disputes, and disciplinary matters.Develop employee engagement and retention strategies.Promote a positive work environment and strong organizational culture.Promote a positive work environment and strong organizational culture.Handle employee grievances, disputes, and disciplinary matters.Handle employee grievances, disputes, and disciplinary matters.Develop employee engagement and retention strategies.Develop employee engagement and retention strategies.5. Compensation and BenefitsOversee salary structures, benefits programs, and payroll coordination.Ensure competitive and equitable compensation practices.Conduct salary benchmarking and compensation reviews.Oversee salary structures, benefits programs, and payroll coordination.Oversee salary structures, benefits programs, and payroll coordination.Ensure competitive and equitable compensation practices.Ensure competitive and equitable compensation practices.Conduct salary benchmarking and compensation reviews.Conduct salary benchmarking and compensation reviews.6. Training and DevelopmentIdentify training needs and develop capacity-building programs.Support leadership development and succession planning initiatives.Promote continuous learning and professional growth across the organization.Identify training needs and develop capacity-building programs.Identify training needs and develop capacity-building programs.Support leadership development and succession planning initiatives.Support leadership development and succession planning initiatives.Promote continuous learning and professional growth across the organization.Promote continuous learning and professional growth across the organization.7. Compliance and HR GovernanceEnsure compliance with local labor laws and company policies.Develop and enforce HR policies, procedures, and systems.Maintain accurate HR records and reporting systems.Ensure compliance with local labor laws and company policies.Ensure compliance with local labor laws and company policies.Develop and enforce HR policies, procedures, and systems.Develop and enforce HR policies, procedures, and systems.Maintain accurate HR records and reporting systems.Maintain accurate HR records and reporting systems.8. Leadership and Team ManagementLead and manage the HR team across the group.Provide guidance, mentorship, and performance management.Foster a culture of accountability, professionalism, and teamwork.Lead and manage the HR team across the group.Lead and manage the HR team across the group.Provide guidance, mentorship, and performance management.Provide guidance, mentorship, and performance management.Foster a culture of accountability, professionalism, and teamwork.Foster a culture of accountability, professionalism, and teamwork.

Position: Group HR Manager Employment Category: Permanent Location: South Sudan, Juba Position Summary The Group HR Manager is responsible for developing and executing human resource strategies that support the overall business objectives of the organization. The role oversees all HR functions across the group, including talent acquisition, performance management, employee relations, training and development, and compliance with labor laws and organizational policies. The Group HR Manager will play a key role in building a high-performance culture, strengthening leadership capacity, and ensuring effective workforce planning across all business units. Major Duties & Responsibilities 1. HR Strategy and Planning Develop and implement HR strategies aligned with the organization’s goals. Lead workforce planning, organizational development, and succession planning initiatives. Advise senior management on HR best practices and organizational design. 2. Talent Acquisition and Workforce Management Oversee recruitment and selection processes across the group. Ensure timely hiring of qualified personnel to meet operational needs. Develop and maintain talent pipelines and employer branding initiatives. 3. Performance Management Design and implement performance management systems. Monitor employee performance and ensure alignment with organizational objectives. Support managers in performance reviews, coaching, and disciplinary actions. 4. Employee Relations and Engagement Promote a positive work environment and strong organizational culture. Handle employee grievances, disputes, and disciplinary matters. Develop employee engagement and retention strategies. 5. Compensation and Benefits Oversee salary structures, benefits programs, and payroll coordination. Ensure competitive and equitable compensation practices. Conduct salary benchmarking and compensation reviews. 6. Training and Development Identify training needs and develop capacity-building programs. Support leadership development and succession planning initiatives. Promote continuous learning and professional growth across the organization. 7. Compliance and HR Governance Ensure compliance with local labor laws and company policies. Develop and enforce HR policies, procedures, and systems. Maintain accurate HR records and reporting systems. 8. Leadership and Team Management Lead and manage the HR team across the group. Provide guidance, mentorship, and performance management. Foster a culture of accountability, professionalism, and teamwork.