Role Overview

The HR Planning, Learning and Development Manager will be responsible for workforce planning and capability development across Vigor Headquarters. The role ensures that the organization has the right people, with the right skills, at the right time, while supporting continuous employee growth through training, leadership development, and succession planning.

The successful candidate will lead and manage the organization’s human resources strategy and people development initiatives. This includes ensuring effective recruitment, employee development, performance management, employee engagement, and compliance with labour laws.

The HR Planning, Learning and Development role plays a key part in building a high-performing workforce by aligning human capital strategies with the organization’s business goals. The position also supports a positive organizational culture and promotes employee growth across the company.

Key Responsibilities

HR Strategy and Leadership

The selected candidate will be responsible for providing strategic leadership in human resources planning and development.

Key duties include:

• Develop and implement the organization’s human resources strategy.
• Align HR initiatives with the company’s strategic goals.
• Lead HR planning and workforce development initiatives.
• Provide strategic HR advice to senior management.

 Recruitment and Talent Acquisition

The role includes overseeing recruitment processes and ensuring the organization attracts and retains qualified employees.

Key duties include:

• Oversee recruitment and selection processes.
• Ensure the organization attracts and retains qualified talent.
• Develop workforce planning and staffing strategies.
• Implement effective onboarding programs for new employees.

Training and People Development

The HR Planning, Learning and Development Manager will support employee growth through structured learning and development programs.

Key duties include:

• Develop employee training and development programs.
• Identify skills gaps and implement learning initiatives.
• Promote leadership development within the organization.
• Coordinate internal and external training programs.

Performance Management

The role requires supporting effective performance management systems and helping managers improve productivity across teams.

Key duties include:

• Design and implement performance management systems.
• Monitor employee performance and productivity.
• Ensure fair and transparent performance evaluation processes.
• Support managers in managing employee performance.

Employee Relations and Engagement

The selected candidate will help create a positive working environment and support strong employee relations across the organization.

Key duties include:

• Promote positive employee relations and workplace culture.
• Address employee grievances and disciplinary matters.
• Foster employee engagement and motivation programs.
• Support conflict resolution and workplace harmony.

HR Policies and Compliance

The role includes ensuring HR policies, procedures, and employment practices comply with relevant labour laws and regulations.

Key duties include:

• Develop and implement HR policies and procedures.
• Ensure compliance with labor laws and employment regulations.
• Maintain proper employee records and documentation.

Organizational Development

The HR Planning, Learning and Development Manager will support organizational growth, change, and workforce efficiency.

Key duties include:

• Support organizational change and transformation initiatives.
• Improve organizational structure and workforce efficiency.
• Develop leadership capacity within the organization.

HR Reporting and Analytics

The role requires preparing HR reports and using workforce data to support management decision-making.

Key duties include:

• Prepare HR reports and workforce analytics.
• Monitor HR metrics such as turnover, performance, and training outcomes.
• Provide insights to management on HR performance.

Key Performance Indicators

The performance of the successful candidate will be measured through the following indicators:

• Employee retention and turnover rate.
• Recruitment efficiency and time-to-hire.
• Employee performance improvement.
• Training and development outcomes.
• Employee engagement and satisfaction.
• Compliance with labour laws and HR policies.

Working Conditions

The working conditions for this role include:

• Office-based work at the company headquarters.
• Regular interaction with employees, managers, and senior leadership.
• Possible travel between company branches or subsidiaries.

Qualifications

Applicants should meet the following qualification requirements:

• Bachelor’s Degree in Human Resource Management, Business Administration, or a related field.
• Master’s Degree in HR Management or Organizational Development is an advantage.
• Professional HR certification is an added advantage.

Experience

Applicants should have the following experience:

• Minimum of 8–10 years of experience in Human Resources.
• At least 4–5 years of experience in a senior HR leadership role.

Required Skills and Competencies

Applicants should demonstrate strong skills and competencies in the following areas:

• Strategic HR leadership.
• Talent management and workforce planning.
• Employee relations and conflict resolution.
• Organizational development expertise.
• Strong communication and leadership skills.
• HR policy development and compliance knowledge.

• Develop and implement the organization’s human resources strategy.
• Align HR initiatives with the company’s strategic goals.
• Lead HR planning and workforce development initiatives.
• Provide strategic HR advice to senior management.
• Oversee recruitment and selection processes.
• Ensure the organization attracts and retains qualified talent.
• Develop workforce planning and staffing strategies.
• Implement effective onboarding programs for new employees.
• Develop employee training and development programs.
• Identify skills gaps and implement learning initiatives.
• Promote leadership development within the organization.
• Coordinate internal and external training programs.
• Design and implement performance management systems.
• Monitor employee performance and productivity.
• Ensure fair and transparent performance evaluation processes.
• Support managers in managing employee performance.
• Promote positive employee relations and workplace culture.
• Address employee grievances and disciplinary matters.
• Foster employee engagement and motivation programs.
• Support conflict resolution and workplace harmony.
• Develop and implement HR policies and procedures.
• Ensure compliance with labor laws and employment regulations.
• Maintain proper employee records and documentation.
• Support organizational change and transformation initiatives.
• Improve organizational structure and workforce efficiency.
• Develop leadership capacity within the organization.
• Prepare HR reports and workforce analytics.
• Monitor HR metrics such as turnover, performance, and training outcomes.
• Provide insights to management on HR performance.

• Strategic HR leadership.
• Talent management and workforce planning.
• Employee relations and conflict resolution.
• Organizational development expertise.
• Strong communication and leadership skills.
• HR policy development and compliance knowledge.

• Bachelor’s Degree in Human Resource Management, Business Administration, or a related field.
• Master’s Degree in HR Management or Organizational Development is an advantage.
• Professional HR certification is an added advantage.