HR Senior Manager

[HR Senior Manager Job Description]1. IDENTITY OF POSITION

· 1.1. Job Title: HR Senior Manager (Corporate Rebuilding & Compliance)

· 1.2. Level: Senior Manager

· 1.3. Division / Department: Human Resources & Administration Department (HRAD)

· 1.4. Position on Organization:

o Direct Superior: Chief Executive Officer (CEO) / Chief Financial Officer (CFO)

o Co-op & Managing Department: HR & Administration Staffs (with Affiliate Management Division support)

2. MAIN FUNCTION / POSITION PROPOSE

The HR Senior Manager will play a pivotal role in the strategic rebuilding of the corporate entity. The main purpose of this position is to lead the restructuring of the human resource framework, establish robust corporate compliance, and align organizational design with the company's new business direction. This role provides professional HR leadership in recruitment, compensation & benefits (C&B), performance management, and labor relations to ensure structural flexibility and competitiveness.

3. ROLE & RESPONSIBILITY

1. Lead and execute the comprehensive corporate restructuring and entity rebuilding initiatives in alignment with corporate strategy.

2. Formulate and implement organizational design and manpower planning to optimize human resource deployment for the newly structured entity.

3. Review, overhaul, and update all internal HR policies, employee regulations, and company handbooks to ensure total compliance with local labor laws.

4. Establish a strong compliance framework to proactively mitigate legal, regulatory, and labor-related organizational risks.

5. Redesign and implement competitive, incentive-driven compensation and benefits (C&B) structures suitable for the rebuilt organization.

6. Overhaul the performance management system and introduce appropriate evaluation tools to drive accountability and continual improvement.

7. Manage talent acquisition strategies, focusing on headhunting and recruiting key senior-level personnel required for the corporate restructuring.

8. Maintain an open, professional, and dignified dialogue with social partners, employee representative bodies, or trade unions.

9. Support and advise top executive management (CEO/CFO) on all legal requirements, statutory benefits, and new labor government regulations.

10. Plan and strictly control the personnel/administration budget, cooperating with the Finance team to maintain cost-efficiency at all times.

11. Drive change management initiatives and foster a high-performance corporate culture during the corporate transition period.

12. Oversee all corporate administration activities, ensuring that general affairs and support functions are performed effectively.

13. Maintain and update the organizational work structure by redefining job requirements and job descriptions (JDs) for all newly formed positions.

4. INDICATORS OF SUCCESS (KPI)

· 5.1. Rebuilding Milestones: Successful timeline execution of organization redesign and restructuring setup.

· 5.2. Compliance Rate: Zero major labor disputes or regulatory penalties through robust compliance monitoring.

· 5.3. HR System Setup: Successful implementation of overhauled evaluation, salary, and grading systems.

· 5.4. Recruitment Efficiency: Time-to-hire and retention rate of key senior/critical positions.

· 5.5. Budget Control: Variance management of manpower and administrative expenditures against the budget.

5. RELATED DEPARTMENT

· CEO, CFO, COO, and Top Executive Management

· All Business Unit Heads, Branch Managers, and Key Logistics Operations Executives

6. JOB REQUIREMENT

· 7.1. Total HR Work Experience: Minimum 7 years of professional HR experience.

· 7.2. Specialized Experience: Proven track record in corporate restructuring, entity rebuilding, or setup projects.

· 7.3. Industry Background: Experience in logistics, freight forwarding, or supply chain industry is highly preferred.

· 7.4. Language Skill: Fluent in written and spoken English (business level or higher).

7. COMPETENCY STANDARDS

· 8.1. Soft Skills: Leadership, Strategic Thinking, Integrity, Change Management, Professional Communication, Problem Solving.

· 8.2. Hard Skills: Labor Law Expertise, Organizational Design, Executive Recruitment, HR Data Analysis, Presentation & Documentation.