Employee Relations and Talent Manager

Job Title: Employee Relations and Talent Manager

• As our operations and service offerings continue to expand, EMRC is seeking an experienced Employee Relations & Talent Manager to strengthen our people management function, support organisational effectiveness and contribute to the development of a high-performing, accountable and engaged workforce.
• The successful candidate will take responsibility for coordinating and improving our employee relations, talent acquisition, performance management, employee development and people operations functions.
• This is a hands-on role requiring strong interpersonal skills, sound professional judgement and the ability to independently manage people-related processes while working closely with management to support organisational priorities.

Responsibilities

Talent Acquisition and Workforce Planning:

• Coordinate and manage the organisation's recruitment and talent acquisition processes, from identification of staffing requirements through candidate selection and onboarding.
• Work with management and departmental leads to identify workforce requirements, recruitment priorities and capability gaps.
• Develop and maintain appropriate job descriptions, competency requirements and candidate evaluation criteria.
• Coordinate vacancy advertisements, candidate sourcing, application screening, interview scheduling and candidate assessments.
• Support structured, competency-based recruitment processes that promote consistency, transparency and merit-based selection.
• Develop and maintain talent pipelines for critical and recurring organisational roles.
• Coordinate reference checks, employment documentation and other pre-employment requirements.
• Monitor recruitment progress, identify bottlenecks and recommend improvements to recruitment efficiency and candidate quality.
• Support workforce planning, succession considerations and talent retention initiatives.

Employee Relations and Workplace Management:

• Serve as a primary point of contact for employee relations matters, providing appropriate guidance and support to employees and management.
• Promote constructive working relationships, effective communication and a professional workplace environment.
• Identify and address emerging employee relations issues before they escalate into significant workplace disputes.
• Manage employee grievances, workplace complaints and interpersonal conflicts in accordance with company policies and applicable requirements.
• Conduct or coordinate fact-finding and investigations into employee-related concerns, ensuring fairness, confidentiality and proper documentation.
• Facilitate conflict resolution and mediation where appropriate.
• Coordinate disciplinary processes, including documentation, employee correspondence and follow-up actions.
• Advise management on appropriate responses to employee conduct, workplace behaviour and policy violations.
• Support employee welfare initiatives and contribute to a workplace environment that promotes professionalism, mutual respect and accountability.
• Maintain accurate and confidential records of employee relations matters and their resolution.

Performance Management and Talent Development:

• Coordinate and administer EMRC's performance management framework, ensuring that performance expectations, evaluation processes and review timelines are clearly established.
• Work with management and departmental leads to define measurable employee performance objectives and key performance indicators.
• Coordinate periodic performance reviews, probation assessments and employee confirmation processes.
• Monitor completion of performance evaluations and ensure that feedback, decisions and follow-up actions are appropriately documented.
• Support managers in identifying performance gaps and implementing suitable corrective or developmental interventions.
• Develop, coordinate and monitor Performance Improvement Plans (PIPs), including performance targets, review milestones and outcomes.
• Support the identification of high-performing employees and individuals with potential for increased responsibility.
• Contribute to career development, talent retention and succession planning initiatives.
• Analyse performance trends and provide management with recommendations for improving employee productivity and organisational effectiveness.

Learning, Development and Competency Management:

• Work with management and departmental leads to identify employee training requirements, technical competency gaps and professional development priorities.
• Coordinate periodic training needs assessments and support the preparation of employee development plans.
• Develop and maintain an annual internal learning and development plan aligned with organisational priorities.
• Coordinate internal training sessions, external professional development programmes and other approved learning initiatives.
• Maintain records of employee training, professional certifications and competency development.
• Support structured onboarding and orientation programmes that familiarise new employees with EMRC's operations, policies, culture and performance expectations.
• Monitor the implementation of agreed employee development activities and assess their effectiveness.
• Support knowledge-sharing initiatives, mentoring arrangements and internal capacity development.
• Provide management with periodic updates on employee competency gaps and development priorities.

People Operations and Employee Lifecycle Management:

• Coordinate HR administrative processes across the employee lifecycle, from recruitment and onboarding through confirmation, development, retention and separation.
• Maintain accurate, complete and confidential employee records.
• Coordinate leave administration, attendance monitoring and other employee-related administrative processes.
• Track probation periods, contract renewals, employee confirmations and other time-sensitive employment actions.
• Coordinate employee onboarding, induction and integration into the organisation.
• Support employee separation processes, including exit interviews, clearance requirements, documentation and handover coordination.
• Ensure employee records and employment documentation are maintained in accordance with company policies and applicable data protection requirements.
• Coordinate with Finance & Administration on employee information relevant to remuneration changes, approved deductions, benefits and other payroll-related matters.
• Identify opportunities to simplify, standardise and improve HR administrative processes.

HR Systems, Process Improvement and Digitalization:

• Coordinate the effective use of EMRC's HR management systems and digital people-management tools.
• Maintain accurate employee information within the organisation's HR information system.
• Support the administration and continuous improvement of recruitment, onboarding, performance management, leave management and employee records workflows.
• Ens