Job Details

Role Purpose

The Assistant Manager – Human Resources is responsible for executing and strengthening HR operations with a strong focus on competency-based hiring, performance management, organisational development, and behavioural discipline. This role is not administrative. It requires a proactive HR professional who can independently manage processes, enforce standards, support leadership, and contribute to building a skilled, accountable, and high-performing workforce in line with CTP-2026 – The Year We Compete with Competencies.

Key Responsibilities

1. Performance Management & Behavioural Discipline

• Implement and monitor KPIs, performance contracts, and behavioural grading (A/B/C/D).
• Track monthly performance data and support timely PIP initiation, monitoring, and closure.
• Identify reactive behaviours early and escalate with evidence-based recommendations.
• Support HODs and EMEA Managers in enforcing the Carrot & Stick Performance Framework.

2. Competency-Based Recruitment & Hiring Quality

• Execute recruitment aligned with competency, practical skills, and role suitability.
• Ensure job descriptions are accurate, updated, and competency-driven.
• Conduct structured interviews, skills screening, and reference coordination.
• Prevent hiring of under-qualified or unsuitable candidates for CRI Group™ services.

3. Organisational Development & HR Operations

• Support implementation of training plans, induction programs, and competency frameworks.
• Assist in development and rollout of HR SOPs, policies, and documentation.
• Maintain accurate employee records, contracts, and performance documentation.
• Support workforce planning and succession readiness.

4. Reporting, Metrics & Governance

• Prepare monthly HR performance dashboards (KPIs, hiring quality, training, PIPs).
• Ensure accuracy, completeness, and timely submission of HR reports.
• Support Steering Committee inputs related to HR performance and behaviour.
• Maintain audit-ready HR documentation aligned with internal and accreditation standards.

5. Stakeholder & Leadership Support

• Work closely with HR Manager, HRBP, and Department Heads.
• Act as a reliable HR partner to managers on performance, conduct, and workforce issues.
• Communicate professionally and proactively with internal stakeholders.
• Reduce dependency on CEO and senior leadership for routine HR matters.

Key Performance Indicators (KPIs)

• Quality of hire (probation success rate)
• Timeliness and accuracy of HR reporting
• PIP execution effectiveness
• Reduction in reactive HR issues
• Training participation and competency improvement
• Compliance with HR SOPs and timelines