Position Profile: Human Resources (HR) Manager
📌 Position Title
Human Resources Manager
🏢 Department
Human Resources
📍 Location
Tashkent, Uzbekistan
📋 Reporting To
General Manager
🎯 Position Purpose
To lead and manage the organization’s human capital strategy, ensuring alignment with business objectives, regulatory compliance, and a culture of performance, engagement, and continuous improvement.
🔑 Key Responsibilities
- Strategic HR Leadership
- Develop and implement HR strategies aligned with organizational goals.
- Advise senior management on workforce planning, succession, and organizational development.
- Talent Acquisition & Retention
- Oversee recruitment, onboarding, and retention programs.
- Build employer branding initiatives to attract top talent.
- Performance & Development
- Implement performance management systems and KPIs.
- Coordinate training programs and career development pathways.
- Employee Relations & Engagement
- Foster a positive work environment through transparent communication and conflict resolution.
- Lead employee engagement surveys and action planning.
- Compensation & Benefits
- Design and manage competitive compensation structures.
- Ensure compliance with labor laws and internal equity.
- Compliance & Policy Management
- Maintain HR policies in line with local labor laws and international standards (e.g., GMP, ISO).
- Ensure audit readiness and documentation integrity.
- HR Analytics & Reporting
- Use data-driven insights to inform decision-making.
- Prepare regular reports for management and regulatory bodies.
🧠 Required Qualifications
- Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
- Minimum 5 years of progressive HR experience, including 2+ years in a managerial role.
- Strong knowledge of labor law, HRIS systems, and organizational development.
- Experience in regulated industries (e.g., pharmaceutical, biotech, engineering) is highly desirable.
💼 Key Competencies
📈 KPIs & Success Metrics
- Time-to-hire and retention rates
- Employee engagement scores
- Compliance audit results
- Training completion and effectiveness
- HR operational efficiency (e.g., payroll accuracy, policy updates)