HR Manager - FMCG

Key Responsibilities

• HR Service Delivery: Direct the daily work of the HR function, ensuring reliable and responsive support is provided across the Business.
• Talent Acquisition: Manage recruitment campaigns from workforce request through to appointment, while building productive relationships with recruitment partners and temporary staffing providers.
• Payroll and Attendance: Ensure working-time records, payroll inputs and employee remuneration information are complete, accurate and processed within the required deadlines.
• Rewards Administration: Support the management of salaries, employee benefits and related arrangements, ensuring consistency with internal guidelines and legal requirements.
• Temporary Workforce: Coordinate matters relating to agency personnel, including attendance records, administrative documentation and the verification of payments.
• Workforce Costs and Budgets: Review employment expenditure, identify relevant trends and contribute to the preparation of departmental budgets, forecasts and management reports.
• Learning and Capability Building: Organise employee training and development initiatives, coordinating with managers and external providers to address skills requirements across the Company.
• HR Governance: Develop, review and apply employment-related guidelines, internal processes and role profiles, keeping documentation accurate and relevant to business needs.
• People Data and Insights: Maintain reliable information within the HR management system and translate employee data and performance indicators into meaningful reports for leadership.
• Process Modernisation: Participate in HR projects that improve efficiency, simplify administration and introduce more effective digital solutions.
• Team Leadership: Coach and guide members of the HR team, promoting accountability, collaboration and a high standard of professional service.
• Security Coordination: Take responsibility for the Business’s workplace security arrangements, working with relevant internal teams and external service providers as required.
• Stakeholder Partnership: Build effective relationships with employees, managers, senior leadership, group-level contacts and third-party partners to support operational and organisational priorities.

Qualifications, Skills and Attributes

• Education: A Bachelor’s degree in Human Resources, Business Administration or a comparable discipline is required. A relevant Master’s degree would be advantageous.
• Language Skills: Excellent command of both Maltese and English is required to succeed in this role. 
• Employment Law: Completion of a recognised course in employment law is required, together with a sound understanding of workplace legislation and employer obligations.
• Experience: At least five to seven years of increasingly responsible HR experience is expected, including a minimum of two to three years in a managerial HR position.
• Sector Background: Previous responsibility for HR delivery within a sizeable organisation is essential. Exposure to manufacturing or fast-moving consumer goods would be particularly valuable.
• Operational Expertise: Demonstrated experience across recruitment, payroll administration, working-time management, temporary staffing and employee development is required.
• Communication Skills: Clear and persuasive verbal and written communication skills, with the confidence to explain HR matters to employees, managers and external partners.
• Interpersonal Skills: A collaborative and approachable management style, supported by the ability to coach colleagues, negotiate effectively and establish trusted professional relationships.
• Technical Skills: Strong working knowledge of HR information systems and Microsoft Office is required, with particular confidence in using Excel for reporting and analysis.
• Data and Reporting: The ability to interpret workforce information, monitor performance measures and prepare useful reports that support management decisions.
• Commercial Awareness: A practical understanding of payroll expenditure, remuneration structures, benefits management and the relationship between people operations and business performance.
• Organisation: Excellent planning skills, with the ability to coordinate several workstreams, maintain accurate records and meet demanding deadlines in a busy operational setting.
• Union and Employee Relations: Develop and maintain constructive relationships with recognised trade unions and employee representatives, leading consultation and dialogue on workforce matters while protecting the Company’s operational, legal and organisational interests.
• Leadership: The confidence to set expectations, support team performance and maintain high service standards across the HR function.
• Self-Motivated: A proactive and dependable professional who takes ownership, identifies opportunities for improvement and follows initiatives through to completion.
• Problem-Solving: Sound judgement and the ability to resolve sensitive or time-critical matters calmly, fairly and in line with business and legal requirements.
• Integrity and Discretion: A strong ethical approach and the maturity to protect confidential employee and organisational information at all times.
• Strategic Thinking: The ability to connect everyday HR activities with the Company’s longer-term workforce plans and organisational goals.

What's on Offer

• Compensation: A competitive salary package complemented by performance bonuses and additional incentives.
• Working Hours: Standard full-time working hours.
• Other Benefits: KPI-linked rewards recognising individual and business performance.
• Career Development: Professional growth and advancement opportunities within a dynamic and expanding company.