Job Description

overview

Our client in the FMCG is seeking to recruit a Senior Human Resources Manager who will act as a senior strategic leader responsible for defining, driving, and governing the People & Culture strategy of the company. As a member of the Senior Management Team, the role acts as a trusted advisor to the General Manager and ensures that people strategies, organisational design, governance frameworks, and cultural initiatives directly support business objectives, operational performance, and long-term sustainability. The position combines strategic leadership with strong governance oversight, ensuring that the Human Resources function operates as a high-performing, business-aligned partner.

Responsibilities:

People Strategy & Business Alignment:
Develop, implement, and continuously refine the overall People & Culture Strategy aligned with business objectives and growth plans.
Lead annual workforce planning, manpower budgeting, and capability forecasting.
Advise senior leadership on organisational design, structural optimisation, and future capability requirements.
Identify workforce-related risks that may impact business performance and recommend mitigation strategies.
Contribute to strategic business planning cycles, providing people-related insights.
Lead and support organisational transformation and change initiatives impacting structure, roles, or workforce dynamics.

Organisational Culture & People Experience:
Define and champion the organisation's cultural framework and behavioural expectations.
Align leadership behaviours with company values and performance standards.
Lead employee engagement and organisational climate initiatives, ensuring measurable improvement.
Enhance the workforce lifecycle experience from attraction and onboarding through development and retention.
Develop and drive the Employee Value Proposition (EVP) in alignment with organisational identity.
Strengthen employer positioning within the labour market to attract quality talent.
Promote workforce wellbeing, inclusion, collaboration, and accountability.
Identify and address cultural or behavioural risks that may impact morale, productivity, or reputation.
Act as a visible ambassador of culture and ethical standards across the organisation.

Talent Strategy & Performance Excellence:
Lead succession planning and high-potential identification frameworks to ensure leadership continuity.
Oversee recruitment strategies for critical and leadership roles to ensure capability and cultural fit.
Own and continuously enhance the performance management framework to drive accountability and measurable business results.
Identify organisational capability gaps and implement structured learning and leadership development initiatives.
Drive retention strategies for high-potential and critical talent.
Promote internal mobility and structured career progression frameworks.

People Analytics & Strategic Reporting:
Define and monitor key workforce metrics including engagement, turnover, absenteeism, productivity, cost ratios, and bench strength.
Develop executive dashboards and present strategic workforce insights to senior leadership.
Analyse trends and patterns to identify performance gaps, risks, and optimisation opportunities.
Benchmark compensation and organisational practices against market standards.
Translate workforce data into actionable strategic recommendations.

Governance, Risk & Compliance:
Ensure compliance with Mauritian employment legislation and applicable regulatory requirements.
Establish and maintain strong HR policies, frameworks, and documentation standards.
Provide strategic oversight on disciplinary processes, grievances, investigations, and disputes.
Anticipate legislative changes and advise leadership on potential workforce implications.
Safeguard ethical conduct, confidentiality, and professional standards within the function." Ensure audit readiness and internal control integrity across HR processes.


People Management:
Lead, mentor, and develop the Human Resources team to operate as credible business partners.
Establish clear performance objectives, accountability standards, and development pathways.
Drive capability building and succession planning within the function.
Oversee continuous improvement and digitalisation of HR systems and processes.
Manage the People & Culture budget to ensure cost efficiency and value creation.
Promote professionalism, ethical behaviour, confidentialitiy, and service excellence across the function.