Key Responsibilities

1. HR Operations, Systems and Data Governance

Enhance and optimise HR information systems (HRIS) and operational workflows to support scalable, efficient and standardised HR delivery. Track core HR KPIs including headcount, staff turnover, attrition causes, hiring lead time and training engagement, and deliver regular analytical HR reports to senior leadership. Standardise organisational HR templates, forms and documentation protocols to ensure consistency, accuracy and compliance across all HR practices.

2. Talent Acquisition, Onboarding and Talent Pipeline Development

Lead the full recruitment and onboarding lifecycle, ensuring all hiring processes are timely, fair, transparent and fully aligned with internal policies and legal requirements. Build and strengthen sustainable talent pipelines for high-priority roles, including field staff, programme team members and coordination positions. Equip hiring managers with standardised job descriptions, competency-based interview frameworks and structured candidate assessment tools to elevate hiring quality and consistency.

3. Performance Management and Staff Professional Development

Establish, refine and operationalise organisational performance management cycles and staff goal-setting mechanisms. Provide ongoing coaching and guidance to line managers on feedback delivery, performance coaching and formal performance improvement procedures. Oversee the design and implementation of staff development initiatives, including induction programmes, role-based training and leadership capacity building. Balance organisational accountability and performance outcomes with proactive staff wellbeing support and continuous professional growth.

4. Strategic HR Planning & Workforce Strategy

Formulate and execute organisation-wide HR strategies that align with institutional objectives and programme priorities. Conduct structured workforce planning, including hiring demand forecasting, staffing model optimisation and seasonal or temporary workforce resourcing. Identify organisational capability gaps and deliver targeted HR solutions through tailored learning interventions, performance framework refinement and structured succession planning.

5. HR Policy Compliance, Safeguarding and Risk Management

Maintain and regularly update HR policies and procedures, ensuring consistent and organisation-wide implementation in line with legal and institutional requirements. Oversee compliance with local employment regulations, benefits administration standards and official HR documentation protocols. Lead the integration and enforcement of safeguarding-related HR mechanisms, including codes of conduct and internal reporting channels in accordance with the organisational safeguarding framework. Advise senior leadership on HR-related risks, including disciplinary proceedings, workplace behavioural issues and contractual management matters.

6. Employee Relations and Case Management

Provide professional HR advisory support to all staff and managers on general employment queries, workplace conflict resolution and behavioural standards. Oversee employee relations case handling and workplace investigations, collaborating with senior leadership and legal counsel where necessary. Uphold strict confidentiality, impartiality and accurate record-keeping for all sensitive HR cases.

7. Compensation & Benefits Administration

Manage end-to-end compensation and benefits operations in close coordination with the finance team and senior management. Conduct regular reviews of HR service delivery and key performance metrics to continuously improve operational efficiency and overall staff experience. Ensure precise, complete and up-to-date organisational HR records and analytical reporting.

Qualifications

Bachelor’s degree in Human Resources, Business Administration or a related field; a Master’s degree is highly preferred.
A minimum of 7 years of progressively responsible HR experience, with strong preference for background within NGOs, INGOs or mission-driven non-profit organisations.
Comprehensive understanding of labour regulations, standard employment practices and HR compliance requirements; country-specific local expertise is an advantage.
Proven hands-on experience designing and overseeing organisation-wide recruitment systems and performance management frameworks.
Demonstrated leadership capability to independently manage both strategic HR planning and day-to-day operational HR functions.
Exceptional verbal and written communication skills, with strong judgement and discretion in handling confidential and sensitive HR matters.

Interested parties, please send your resume to kat.chen@manpowergrc.hk for application

Type: Permanent

Category: HR/Administration/Secretarial - No Selection Required

Reference ID: 227-105062026 KC

Date Posted: 05/06/2026

Shortcut: http://jobs.manpowergrc.hk/i1vtHg