HR Manager

Key Responsibilities

• Learning & Development Leadership: Take ownership of the Company's employee development activities, establishing training priorities and coordinating learning initiatives that strengthen individual performance and organisational capabilities.

• Training Needs Assessment: Partner with department managers to identify skills gaps, establish development priorities, and prepare structured training schedules that respond to operational requirements and business objectives.

• Training Budget Management: Prepare financial forecasts for employee development activities during the final quarter of each year, ensuring that the following year's training programme is approved and established by January.

• Training Coordination and Compliance: Organise educational programmes delivered by internal specialists and external providers, ensuring that relevant learning requirements are addressed in accordance with applicable quality and safety standards.

• External Training Partnerships: Maintain relationships with training organisations, negotiate and administer learning arrangements, and monitor contractual commitments relating to confidentiality, funding, and employee training obligations.

• Learning Management Systems: Administer the Company's digital training platform, maintaining accurate employee learning information, managing permissions, organising educational resources, and producing relevant management reports.

• Training Performance Evaluation: Assess the impact of development initiatives through employee feedback, performance indicators, and departmental input, identifying opportunities to improve future programmes.

• HR Administration and Employee Records: Supervise essential HR documentation and employee lifecycle procedures, ensuring that employment agreements, personnel information, and joining and leaving formalities are completed accurately and efficiently.

• HR Systems and Process Improvement: Maintain reliable employee information within the HRIS, including departmental structures, management responsibilities, and system permissions, while encouraging efficient digital working practices.

• HR Compliance and Documentation: Review departmental procedures, maintain accurate Standard Operating Procedures (SOPs), and coordinate preparations for internal HR reviews and annual audits.

• Employee Performance Management: Coordinate employee assessment activities during probation, assisting managers with performance expectations, progress reviews, and recommendations concerning employment confirmation or discontinuation.

• Employee Relations and Conflict Resolution: Assist the Head of HR in addressing workplace disagreements, employee complaints, and employment-related matters through fair assessment, appropriate investigations, and constructive discussions.

• Employee Engagement and Wellbeing: Develop initiatives that encourage employee satisfaction, workplace participation, and retention, including staff surveys, wellbeing activities, and structured feedback opportunities.

• Employee Support and Guidance: Serve as an approachable source of HR assistance for employees and managers, providing advice on workplace procedures, professional development, performance concerns, and personal circumstances affecting work.

• Employee Exit Analysis: Conduct structured discussions with departing employees, examine recurring reasons for staff turnover, and recommend practical measures to strengthen employee retention and workplace practices.

• HR Strategy and Organisational Development: Assist senior HR leadership in delivering people-focused projects, supporting fair employment practices, inclusive workplace initiatives, and improvements to organisational culture.

• HR Team Coordination: Guide HR Officers and Executives in managing assigned activities, facilitate regular departmental discussions, monitor progress, and promote effective cooperation within the team.

• Cross-Departmental Collaboration: Work with operational managers and participate in relevant internal working groups to ensure that HR services remain responsive to the needs of the Business.

• Professional Development: Maintain current knowledge of HR practices, employment-related developments, and professional standards through continuous learning and relevant training.

Qualifications, Skills and Attributes

• Education: A Bachelor's Degree in Human Resources Management, Business Administration, Psychology, or a related discipline is required.

• Experience: Minimum five years of experience in a managerial or senior HR position, with substantial involvement in employee development, HR administration, and employee relations. Experience within distribution, manufacturing, or another operationally focused environment would be beneficial.

• Language Skills: Excellent command of English is required to succeed in this role. The ability to communicate in Maltese would be an asset.

• Communication Skills: Strong written and verbal communication abilities, with the confidence to explain HR procedures, provide guidance, and engage effectively with employees at different organisational levels.

• Interpersonal Skills: A professional, approachable, and diplomatic manner, supported by the ability to build trust, manage sensitive discussions, and maintain positive working relationships.

• Technical Skills: Good working knowledge of HR information systems, digital learning platforms, Microsoft Office applications, and employee administration procedures. Familiarity with HR compliance requirements and structured quality management systems would be an advantage.

• Learning & Development Expertise: Sound understanding of training methodologies, employee capability assessments, learning programme coordination, and methods for measuring development outcomes.

• HR Knowledge: Practical understanding of employment practices, employee relations, performance management, workplace policies, and relevant Maltese employment legislation.

• Leadership Skills: Ability to coordinate HR team activities, delegate responsibilities appropriately, and encourage accountability, cooperation, and consistent service delivery.

• Organisation: Excellent planning and administrative abilities, with the capacity to manage competing priorities, maintain reliable records, and meet important departmental deadlines.

• Self-Motivated: A resourceful and proactive professional who demonstrates initiative, takes responsibility for assigned objectives, and actively seeks opportunities to improve HR services.

• Problem-Solving: Strong analytical judgement and the ability to assess complex workplace situations, identify practical solutions, and make balanced recommendations.

• Confidentiality and Integrity: A high level of discretion, professionalism, and ethical judgement when handling personal information and sensitive employment matters.

• Adaptability: Comfortable working in a busy commercial environment, responding to changing organisational needs, and supporting improvements across different business functions.

What's on Offer

• Compensation: A competitive remuneration package reflecting the successful candidate's experience, qualifications, and responsibilities.

• Working Hours: Full-time employment with standard office working hours.

• Other Benefits: A strong benefits package is offered, together with the opportunity to work within an established organisation, collaborate with experienced management professionals, and contribute to meaningful HR projects across the Business.

• Career Development: Opportunities to expand professional expertise, develop leadership capabilities, and progress within a well-established organisation.