HUMAN RESOURCES MANAGER – BAC Couriers

Key Responsibilities

• HR Department Development & Strategy * Build and formalize the company’s Human Resources function, systems, processes, documentation, and reporting structure.
• Conduct an initial HR assessment to identify gaps, risks, inconsistencies, and opportunities for improvement.
• Develop an HR strategy and annual HR work plan aligned with business objectives.
• Establish appropriate employee records, HR templates, forms, reporting systems, and administrative processes.
• Recommend HR technology and systems appropriate for the current size and future growth of the company.
• Advise senior management on workforce planning, staffing, employee relations, compensation, organizational structure, and other people-related matters.
• Policies, Procedures & Employee Handbook * Conduct a comprehensive review of all existing HR policies and procedures.
• Identify policies that are outdated, inconsistent, unclear, or missing.
• Develop and implement new HR policies based on organizational needs and applicable employment requirements.
• Create or revise the company’s Employee Handbook.
• Establish clear procedures for attendance, punctuality, leave, overtime, disciplinary action, grievances, performance management, workplace conduct, confidentiality, conflicts of interest, and other employment matters.
• Develop standardized HR forms and establish a schedule for periodic policy reviews.
• Ensure managers and employees understand and consistently apply company policies.
• Performance Management & KPI Development * Design and implement a company-wide performance management system.
• Work with senior management and department managers to establish meaningful KPIs for every department.
• Translate departmental KPIs into measurable individual employee expectations where appropriate.
• Establish performance review schedules, rating systems, templates, and documentation standards.
• Train managers on setting expectations, providing feedback, documenting performance, and conducting effective performance reviews.
• Develop Performance Improvement Plan (PIP) procedures and track performance trends.
• Recommend appropriate recognition and reward approaches for strong employee performance.
• Compensation, Salary Scales & Benefits * Review current salaries and compensation practices for internal consistency and competitiveness.
• Conduct salary benchmarking and market research for key positions.
• Develop structured salary grades, salary bands, or pay scales appropriate for the organization.
• Establish objective criteria for starting salaries, salary increases, promotions, and movement within salary bands.
• Develop an annual salary review process and conduct periodic internal pay-equity reviews.
• Research and evaluate potential employee benefits based on employee needs, affordability, and business objectives.
• Prepare cost-benefit analyses for options such as health insurance, life insurance, retirement or pension arrangements, incentives, allowances, employee discounts, wellness initiatives, and other benefits.
• Develop a total compensation philosophy that supports attraction and retention while remaining financially sustainable.
• Recruitment, Selection & Onboarding * Develop a standardized recruitment and selection process.
• Create and maintain accurate job descriptions for all positions.
• Establish consistent interview, reference-checking, selection, and hiring procedures.
• Coordinate recruitment for vacant and newly created positions.
• Develop structured onboarding, orientation, and probationary review programs.
• Track recruitment metrics including time-to-fill, turnover, quality of hire, and new-hire retention.
• Develop strategies to attract and retain high-performing employees.
• Employee Relations & Workplace Culture * Serve as a trusted point of contact for employees regarding workplace concerns, policies, and HR matters.
• Guide managers on employee relations, discipline, grievances, and performance concerns.
• Conduct or coordinate workplace investigations when required.
• Promote a professional, respectful, fair, and accountable workplace culture.
• Develop employee recognition, engagement, and retention initiatives.
• Conduct employee engagement or satisfaction surveys and recommend actions based on findings.
• Monitor morale, absenteeism, turnover, and other indicators of organizational health.
• Training & Development * Conduct training needs assessments across departments and develop an annual training plan.
• Coordinate leadership and supervisory development for managers and team leaders.
• Identify skill gaps and recommend appropriate training interventions.
• Maintain employee training records and track completion of required training.
• Support succession planning, employee development, and career progression for key roles.
• HR Compliance & Record Management * Maintain accurate, organized, and confidential employee records.
• Ensure employment contracts, job descriptions, disciplinary records, performance evaluations, leave records, and other HR documents are properly maintained.
• Monitor compliance with applicable employment laws, regulations, and company policies.
• Recommend corrective action when HR practices create legal, operational, or employee-relations risks.
• Maintain HR calendars for probation reviews, performance evaluations, contract renewals, training, leave, and other important activities.
• Workforce Planning & Organizational Development * Assess current and future staffing requirements with management.
• Review departmental structures and recommend improvements where necessary.
• Develop and maintain the organizational chart and clear reporting relationships.
• Assist management with restructuring, promotions, transfers, succession planning, and role design.
• Help establish career paths and advancement opportunities for employees.
• HR Reporting & Analytics * Develop a monthly or quarterly HR dashboard for senior management.
• Track headcount, turnover, retention, absenteeism, recruitment, performance, departmental KPI achievement, training, employee-relations trends, overtime, compensation costs, engagement, and leave utilization.
• Use HR data to identify trends, risks, and opportunities and provide actionable recommendations to management.

Requirements

• Bachelor’s degree in Human Resources Management, Business Administration, Management, Industrial Relations, or a related discipline.
• Professional HR certification or postgraduate qualification is an asset.
• Minimum of 5 years of progressive Human Resources experience, preferably including HR management or generalist responsibilities.
• Experience developing HR policies, procedures, employee handbooks, performance systems, and KPIs.
• Experience with compensation analysis, salary structures, or job evaluation is strongly preferred.
• Experience establishing or significantly improving an HR function is highly desirable.

How to Apply