HR Manager

Operational HR, Talent, Learning & Employee Experience

Role Purpose

The HR Manager leads the day-to-day delivery of People and Culture activities, with primary responsibility for recruitment, onboarding, learning and development, employee engagement, performance-cycle coordination, and HR administration. The role partners with managers, country leadership, and the Global People team to deliver consistent, employee-centered HR practices and smooth, compliant HR operations.

Recruitment & Talent Acquisition

• Manage end-to-end recruitment for country roles, including workforce requisition coordination, job postings, sourcing, screening, interview processes, reference checks, offers, and candidate communication.
• Partner with hiring managers to clarify role requirements, selection criteria, interview plans, and recruitment timelines.
• Build and maintain effective sourcing channels, including recruitment firms, professional networks, and employee referrals.
• Ensure recruitment processes are fair, consistent, well documented, and aligned with GiveDirectly standards and local requirements.
• Track recruitment metrics such as time-to-hire, pipeline health, offer acceptance, and hiring outcomes, and recommend process improvements.
• Support employer-branding and talent-pipeline initiatives, particularly for recurring or high-volume roles.

Onboarding, Learning & Development

• Coordinate country onboarding and induction, ensuring new hires receive a consistent and high-quality introduction to GiveDirectly, their role, policies, systems, and culture.
• Coordinate local learning and development initiatives in partnership with the country leadership and Global People Team.
• Maintain training calendars, participation records, learning needs, and follow-up actions.
• Support managers with practical guidance on employee development, performance improvement plans, career conversations, and people-management practices.
• Gather feedback and monitor the effectiveness of onboarding and learning activities, sharing insights and recommendations with the management team.

Culture, Employee Engagement & Well-being

• Support a strong, values-driven culture by embedding GiveDirectly values in employee communications, people processes, and staff initiatives.
• Coordinate employee engagement activities, including surveys, recognition initiatives, well-being activities, team events, and follow-up actions.
• Serve as an accessible first point of contact for routine employee relations questions and workplace concerns, resolving straightforward matters and escalating sensitive or complex cases appropriately.
• Monitor employee feedback and emerging morale or engagement issues and flag risks to the management team.

Performance Management & Offboarding

• Coordinate country performance-management cycles, including communications, timelines, completion tracking, documentation, and reporting.
• Support managers and employees with process guidance and escalate complex performance cases when required.
• Manage routine offboarding processes, including resignations, end-of-contract processes, exit interviews, clearance coordination, and final documentation.
• Track turnover, exit feedback, and recurring employee themes and prepare insights for HR and country leadership.

HR Operations & Administration

• Manage day-to-day HR administration, including employee records, contracts, contract renewals, leave records, personnel files, and HR system updates such as BambooHR.
• Maintain accurate employee data and ensure HR documentation is complete, current, confidential, and audit-ready.
• Coordinate benefits enrollment and routine benefits administration, responding to employee queries and liaising with providers as needed.
• Manage work permits, visas, and other employment-related documentation in line with local requirements.
• Respond to employee HR queries promptly and ensure policies, procedures, and process changes are clearly communicated.
• Apply HR policies consistently in routine cases and escalate complex legal, disciplinary, compensation, or policy interpretation matters.

HR Reporting & Process Improvement

• Prepare regular HR reports and dashboards covering headcount, recruitment, turnover, leave, performance-cycle completion, learning, and other key people metrics.
• Identify recurring administrative issues and recommend practical improvements to HR processes, templates, workflows, and employee experience.
• Support audits, data requests, and HR projects by providing accurate records and timely follow-up.

Requirements:

• Bachelor’s degree in Human Resources, Business Administration, Management, or a related field.
• 4+ years of progressive HR experience, with strong hands-on employee relations experience, including handling workplace concerns, performance issues, conflict resolution and advising managers.
• Good knowledge oflocal labor laws and HR best practices, with the ability to apply policies fairly and consistently.
• Experience across core HR functions, particularly recruitment, performance management, learning and development, employee engagement, and HR administration.
• Strong interpersonal and communication skills, with the judgment and discretion to handle sensitive and confidential employee matters.
• Strong organizational skills and ability to manage multiple priorities in a fast-paced, evolving environment.
• Experience using HR systems such as BambooHR, Payspace, or similar HRIS platforms is an advantage.
• Exceptional alignment with GiveDirectly values