HR Generalist (FJ)

This role is responsible for managing payroll, workforce planning, HR budgeting, HR systems, and policy administration to ensure accurate payroll processing and effective workforce management. The position supports compliance with company policies and relevant regulations while coordinating payroll activities, compensation initiatives, and maintaining HR policies and systems. It also involves monitoring workforce data and costs, preparing HR reports, and providing insights to support operational needs and management decision-making.

Key Responsibilities

Manage the entire monthly payroll cycle, including preparation, validation, reconciliation, approval coordination, and timely salary processing. Review and process payroll transactions such as attendance, leave, overtime, allowances, deductions, loans, arrears, gratuity, end-of-service benefits, insurance, and other employee compensation components. Collaborate with departmental representatives and stakeholders to ensure payroll accuracy and timely completion.

Conduct payroll audits, variance analysis, reconciliations, and exception reviews, resolving discrepancies in line with approved policies. Maintain comprehensive payroll and employee records, supporting documentation, reporting databases, and audit trails while ensuring confidentiality, accuracy, and data security.

Support the annual HR and manpower budgeting process by consolidating departmental headcount requirements and preparing workforce cost projections covering salaries, increments, promotions, allowances, benefits, overtime, recruitment, and planned employee movements. Monitor payroll and workforce costs against budgets, prepare variance reports and forecasts, and work with HR and line managers to investigate significant variances, recommending cost control and optimization measures.

Coordinate manpower planning exercises, reviewing requisitions against approved budgets, organizational structures, and operational needs. Analyze budgeted, replacement, and unbudgeted positions, maintaining accurate records of approved, actual, vacant, and forecasted headcount by department, position, grade, location, and employee category. Track recruitment progress against manpower plans.

Analyze headcount, vacancies, attrition, workforce movements, employee costs, and productivity trends to provide actionable workforce planning insights. Conduct compensation benchmarking, salary surveys, and market pay studies in collaboration with the Central HR team to assess internal equity and external competitiveness.

Support the development and review of remuneration policies, salary structures, grading frameworks, allowances, and incentive programs, ensuring alignment with organizational goals and market practices. Prepare cost analyses and business cases for salary adjustments, promotions, allowances, and policy changes, ensuring recommendations align with approved structures and budgets.

Drive HR digitalization and automation initiatives by reviewing existing processes and identifying opportunities for integration, simplification, and standardization to enhance service delivery and accuracy. Coordinate the implementation, enhancement, testing, and user acceptance of HRIS, payroll, recruitment, attendance, employee self-service, and reporting systems. Maintain HR process documentation, system performance monitoring, and data integrity.

Develop, update, communicate, and maintain HR policies, procedures, guidelines, and manuals, ensuring proper approvals and publication. Provide guidance to line managers and employees on policy interpretation and application, ensuring compliance with labor laws, regulations, and internal controls. Support employee grievances, disciplinary investigations, and policy violation cases with appropriate documentation and confidentiality.

Participate in internal and external audits, ensuring timely resolution of findings. Prepare accurate HR dashboards and reports covering payroll accuracy, budget versus actual workforce costs, headcount, recruitment status, vacancy ageing, employee movements, overtime, allowances, attrition, talent and performance indicators, HR automation progress, and policy compliance. Monitor HR KPIs, highlight workforce risks, and provide recommendations to support continuous improvement.

Required Qualifications

Bachelor’s degree in Human Resources, Business Administration, Finance, Accounting, or a related field. Professional HR certification such as CIPD, SHRM, or PHR is preferred. Fluency in English and local languages is required. Proficiency in MS Office applications is essential.

Preferred Qualifications and Experience

A minimum of 6-8 years of progressive HR experience with hands-on exposure to payroll, compensation and benefits, manpower planning, budgeting, recruitment, and HR operations. Experience with HRIS, payroll systems, applicant tracking systems, and employee self-service platforms is advantageous. Prior experience in aviation, regulated industries, or multi-location organizations will be considered a plus.