Job Purpose
The HR Manager is responsible for implementing the Human Capital Management strategy within the country context. This role ensures that human resources practices actively support the operations, foster a high-performing and inclusive workplace, and align with both local realities and Enabel’s broader transformation agenda.
The incubent oversees the full scope of HR operations, including administration, legal compliance, and employee lifecycle support for both national and international staff. The role supportes talent development initiatives, promotes staff development as per plan from headquarter. He/She implements engagement and retention strategies tailored to evolving workforce needs.
As a strategic partner to country leadership, the HR Manager provides coaching and guidance on people management, champions a collaborative and ethical work culture, and facilitates organizational change efforts that enhance adaptability and impact.

Direct report : Dotted line – Managing Director (BU) and CHRO (Headquarter)

Operational HR & Data Management
• Plan workforce needs and support budget development, ensuring alignment with pro-jected talent development and learning requirements.
• Ensure consistent and effective implementation of HR strategies across projects and teams.
• Collaborate with management to align People & Talent activities with business strategies.
• Use HR data and analytics to inform decisions and monitor workforce trends.
• Provide guidance and support to managers in applying HR processes and making in-formed people-related decisions.

People administration & Staff Support
• Manage local HR administrative processes, including maintaining personnel records and ensuring compliance with local labor laws.
• Act as the primary local HR contact for international staff regarding local HR policies, workplace practices, and integration into the country office – while referring contractual and payroll matters
• Ensure compliance with local legal requirements and internal rules, including health and safety regulations and any applicable local (tax) obligations.
• Maintain and safeguard staff HR records, by ensuring data accuracy, confidentiality, and compliance with legal and organizational standards.


Talent Development
• Identify and prioritize learning and development needs.
• Oversee the alignment of learning initiatives with strategic and budgetary priorities.
• Lead the learning events / Sessions, and track learning KPIs closed to the plans to the LDO;
• Following up the alignment between skills jobs requirements and the incumbent based on the skills references
• Easy and conduct the the development plans validated
• Foster a performance culture so to contribute to the operational excellence
• Ensure effective performance management by supporting staff in setting clear, SMART objectives and equip managers to be accountable for effective teams performance management E.g encourage/followup regular check-ins and consistent, constructive feedback to teams.
• Oversee the coordination of learning and development activities
• Liaise with the Head of Talent to facilitate access to relevant learning resources and ensure alignment with the company broader L&D strategy
• Liaise with the Head ot Talent to execute the talent review and suitable actions to build internal talent pipeline
• Use talent data and performance insights to support strategic workforce planning and long-term organizational capability
• Collaborate with managers to identify critical roles, assess potential successors, and develop targeted development plans.

HR Management counsel and coaching
• Advise on HR matters and ensure compliance with the company Code of Conduct and values.
• Provide training and expert guidance to managers on HR policies, tools, and people management practices, distinguishing this from broader staff development initiatives.
• Act as a trusted HR advisor during strategic planning and formulation processes.
• Support managers in applying HR principales to leadership and team management

Change Management facilitation & people engagement
• Lead HR change initiatives by guiding and supporting managers
• Coach and guide managers to lead their teams effectively during periods of change, fostering resilience and adaptability
• Track the effectiveness of change initiatives using feedback and data, and adjust strategies as needed.
• Monitor and analyze staff engagement levels by leveraging pulse check surveys, informal staff input, feedback tools, and HR data.
• Develop and implement action plans to address engagement gaps.
• Collaborate with management and staff to strengthen workplace culture and boost the mindset
• Identify and address the root causes of major problematics by analyzing trends, gathering employee feedback

Must to have :
• BAC+4/5 minimum
• 10 years of experience, with significant realizations and impactive on values chain
• Having worked in factory and familiar to major HR topics related
• Fluent in english
• Used to HR metrics

Nice to have :
• Certified HR Management Profesionnal (CHRMP) or other similar one (CHRA, AIHR)
• Seasoned experience in factory environment and supply chain