Senior HR Officer

Role Description

The Senior Human Resources Officer will support the effective delivery of the organisation's HR strategy and day-to-day people operations. The role will provide hands-on support across the employee lifecycle, including recruitment, onboarding, employee relations, performance management, learning and development, HR administration, HR data management, and policy implementation.

Key Responsibilities

A. HR Operations & Administration

• Coordinate and ensure effective execution of day-to-day HR operations.

• Maintain accurate and up-to-date employee records and HR documentation, and data integrity.

• Ensure timely processing of employee movements, confirmations, promotions, transfers, exits, and other HR transactions.

• Support the administration of HR policies, procedures, and employee handbook provisions.

• Prepare HR reports, dashboards, and management information as required.

B. Recruitment & Onboarding

• Support end-to-end recruitment activities, including job requisitions, sourcing, screening, interviews, reference checks, and documentation.

• Work with hiring managers to ensure recruitment activities are completed within agreed timelines.

• Coordinate pre-employment documentation and background checks.

• Facilitate effective onboarding and induction programmes for new employees.

C. Employee Relations

• Serve as a first point of contact for employees on HR-related matters.

• Provide guidance on HR policies, procedures, benefits, and employment conditions.

• Support the management of employee relations cases, grievances, disciplinary matters, and workplace concerns.

• Promote a positive employee experience and healthy workplace culture.

D. Performance Management

• Coordinate the organisation's performance management cycle.

• Support implementation of goal setting, performance reviews, mid-year reviews, and annual appraisals.

• Monitor completion of performance management activities and provide periodic reports.

• Support managers in understanding and applying performance management processes.

• Maintain accurate performance records and support performance-related HR decisions.

E. Learning & Development

• Support identification and consolidation of employee learning and development needs.

• Coordinate training programmes, including logistics, attendance, documentation, and evaluation.

• Maintain training and development records.

• Support implementation of the annual learning and development plan.

F. Compensation & Benefits

• Support administration of employee compensation and benefits programmes.

• Validate payroll inputs relating to new hires, exits, promotions, salary adjustments, allowances, deductions, and other employee changes.

• Support administration of employee benefits, including HMO, leave, insurance, and other approved benefits.

G. HR Compliance & Governance

• Ensure HR processes are implemented in accordance with applicable employment legislation and regulatory requirements.

• Support periodic HR audits, internal, or external regulatory and compliance reviews.

• Maintain appropriate HR documentation and statutory records.

• Monitor compliance with internal HR policies and procedures.

• Keep abreast of relevant changes in employment legislation and HR best practices.

H. HRIS, Data & Analytics

• Maintain accurate employee information within the HR Information System.

• Support digitisation and automation of HR processes.

• Track key HR metrics and generate periodic HR reports and people analytics.

• Ensure data accuracy and integrity across HR systems.

I. Employee Engagement & Culture

• Support employee engagement initiatives and organisational culture programmes.

• Coordinate employee communication and HR engagement activities.

• Identify recurring employee concerns and recommend practical interventions.

Qualifications & Experience

• Education: Bachelor's degree in Human Resources, Business Administration, Industrial Relations, or a related discipline.

• Professional certification/membership with CIPM, SHRM, HRCI, or another recognised HR professional body is compulsory.

• Minimum of 4–5 years of progressive HR experience.

• Experience across HR operations and multiple HR functions.

• Experience within financial services or another regulated environment is an advantage.

• Demonstrable experience using HRIS and Microsoft Office applications.