HR Manager

Purpose of the Role

The HR Manager will lead and strengthen Veruschka Foundation’s people function by building effective HR systems, fostering a strong organisational culture, and ensuring smooth employee lifecycle management across the organisation.

The role requires a strategic yet hands-on HR professional who can support organisational growth through talent acquisition, employee engagement, compliance, performance management, and people development while nurturing an inclusive and mission-aligned workplace culture.

Key Responsibilities

1. Recruitment & Talent Acquisition

• Manage end-to-end recruitment processes including job postings, candidate sourcing, screening, interviews, and onboarding.
• Coordinate with department heads to understand staffing needs and role requirements.
• Maintain a strong pipeline of candidates through recruitment agencies, job portals, and referrals.
• Ensure a smooth and professional candidate experience throughout the hiring process.

2. Employee Lifecycle Management

• Manage employee onboarding and orientation processes.
• Maintain employee records, documentation, and HR databases.
• Support probation reviews, confirmations, and contract renewals.
• Facilitate employee exits, clearances, and exit interviews.

3. HR Policies & Compliance

• Ensure compliance with organisational policies, labour laws, and statutory requirements.
• Maintain employee documentation including contracts, leave records, and HR files.
• Support implementation and periodic review of HR policies and SOPs.

4. Performance Management & HR Systems

• Coordinate performance review cycles and maintain performance documentation.
• Support development of job descriptions, KRAs, and appraisal frameworks.
• Maintain HR data and generate reports to support leadership decision-making.

5. Employee Engagement & Culture

• Support initiatives that strengthen employee engagement and organisational culture.
• Coordinate team-building activities, learning sessions, and internal events.
• Act as a point of contact for employee queries and HR-related support.

6. Learning & Development

• Identify training and development needs across teams.
• Coordinate internal and external capacity-building programmes.
• Support professional development initiatives for staff members.

Key Result Areas (KRAs)

1. Recruitment & Workforce Effectiveness

• Timely closure of open positions across departments.
• Improved quality of hires and employee retention.
• Strong onboarding and employee integration processes.

2. Performance Management & Employee Growth

• Successful implementation of appraisal and KRA systems.
• Improved employee performance tracking and development planning.
• Increased participation in learning and development initiatives.

3. HR Operations & Compliance

• Accurate and organised HR documentation and employee records.
• Compliance with labour laws, policies, and audit requirements.
• Efficient HR operations and process management.

4. Employee Engagement & Culture

• Positive employee engagement and workplace satisfaction.
• Effective implementation of culture-building initiatives.
• Strong communication and collaboration across teams.

5. HR Systems & Organisational Strengthening

• Development of scalable HR systems and policies.
• Improved process efficiency and people operations management.
• Strengthened organisational capacity through effective HR practices.

Skills and Knowledge

• Strong leadership and people management skills.
• Knowledge of HR operations, labour laws and compliance.
• Excellent interpersonal, communication and conflict-resolution skills.
• Strong organisational and process-building abilities.
• Ability to balance strategic thinking with operational execution.
• High level of professionalism, confidentiality and empathy.