人力資源經理

The Opportunity

We are looking for a Change Agent – a seasoned HR professional who can bridge corporate best practices with the governance rigor required in the NGO sector.  Reporting directly to the HR Controller, you will lead the full spectrum of HR functions with a dual mandate: strategic business partnering and process governance. You will re-engineer HR policies and workflows while ensuring every HR initiative delivers maximum people-impact with optimal cost-efficiency. If you are an MNC-trained HR leader who thrives on data, structure, and transformation – and you are ready to pivot your career to a purpose-driven organization – we want to hear from you.

Key Responsibilities

1. HR Business Partnering (HRBP)

– Act as a trusted advisor to departmental leaders, translating operational needs into strategic people solutions.

– Drive organizational design, succession planning, and talent development to build a resilient, high-performing workforce.

– Coach senior managers on complex employee relations and performance management, always with a risk-mitigation lens.

2. Process Re-engineering & Policy Development (Governance Focus)

– Lead a comprehensive audit and overhaul of current HR policies, handbooks, and procedures to align with Hong Kong labor laws and donor compliance requirements.

– Re-engineer inefficient manual processes into streamlined, automated workflows that reduce administrative burden and improve data integrity.

– Work closely with the HR Controller to ensure all HR policies are financially sustainable and auditable, preparing the HR function for internal and external audits.

3. Recruitment Center of Excellence (COE)

– Redesign the recruitment framework to attract top-tier talent to the NGO sector.

– Oversee senior-level executive searches, implementing robust assessment centers and data-driven selection metrics.

– Optimize sourcing channels to reduce cost-per-hire while significantly improving time-to-fill for critical roles.

4. Operational HR & Compliance

– Oversee payroll accuracy and statutory compliance.

– Manage employee grievances and disciplinary proceedings with a high degree of confidentiality and procedural fairness.

What We Are Looking For

Must-Have Qualifications:

• Education: Bachelor’s degree in HR, Business, Finance, or related field. MBA or advanced HR qualification (e.g., IHRP, SHRM, CIPD) is strongly preferred.

• Experience: Minimum 10 years of progressive HR experience, with at least 5 years in a senior HRBP or HR leadership capacity within MNCs or sizable, matrixed organizations (e.g., banking, consulting, FMCG, or large manufacturing firms).

• Technical Expertise:

– Proven track record in process re-engineering and digital transformation (experience with HRIS implementation/optimization is a plus).

– Deep expertise in policy formulation and interpreting complex employment legislation.

– Strong background in a Recruitment COE model (developing talent pipelines, employer branding, and metrics).

– Commercial & Analytical Acumen: You are as comfortable reading a P&L and headcount budget as you are drafting a new parental leave policy.

– Excellent communication skills.