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Senior Human Resources Manager (2633-SHRM)
Full-timeOn-site
- Plaines Wilhems
- More than Rs 100,000
- Posted Aug 14, 2026
- Closing 13/09/2026
- HR / Recruiting
- Senior Hr Manager
- Workforce Development
- Hr Operations
- Hr Leadership
Sector
Skills
Job Description
Our client in the FMCG is seeking to recruit a Senior Human Resources Manager who will act as a senior strategic leader responsible for defining, driving, and governing the People & Culture strategy of the company. As a member of the Senior Management Team, the role acts as a trusted advisor to the General Manager and ensures that people strategies, organisational design, governance frameworks, and cultural initiatives directly support business objectives, operational performance, and long-term sustainability. The position combines strategic leadership with strong governance oversight, ensuring that the Human Resources function operates as a high-performing, business-aligned partner.
Responsibilities:
People Strategy & Business Alignment:
- Develop, implement, and continuously refine the overall People & Culture Strategy aligned with business objectives and growth plans.
- Lead annual workforce planning, manpower budgeting, and capability forecasting.
- Advise senior leadership on organisational design, structural optimisation, and future capability requirements.
- Identify workforce-related risks that may impact business performance and recommend mitigation strategies.
- Contribute to strategic business planning cycles, providing people-related insights.
- Lead and support organisational transformation and change initiatives impacting structure, roles, or workforce dynamics.
Organisational Culture & People Experience:
- Define and champion the organisation's cultural framework and behavioural expectations.
- Align leadership behaviours with company values and performance standards.
- Lead employee engagement and organisational climate initiatives, ensuring measurable improvement.
- Enhance the workforce lifecycle experience from attraction and onboarding through development and retention.
- Develop and drive the Employee Value Proposition (EVP) in alignment with organisational identity.
- Strengthen employer positioning within the labour market to attract quality talent.
- Promote workforce wellbeing, inclusion, collaboration, and accountability.
- Identify and address cultural or behavioural risks that may impact morale, productivity, or reputation.
- Act as a visible ambassador of culture and ethical standards across the organisation.
Talent Strategy & Performance Excellence:
- Lead succession planning and high-potential identification frameworks to ensure leadership continuity.
- Oversee recruitment strategies for critical and leadership roles to ensure capability and cultural fit.
- Own and continuously enhance the performance management framework to drive accountability and measurable business results.
- Identify organisational capability gaps and implement structured learning and leadership development initiatives.
- Drive retention strategies for high-potential and critical talent.
- Promote internal mobility and structured career progression frameworks.
People Analytics & Strategic Reporting:
- Define and monitor key workforce metrics including engagement, turnover, absenteeism, productivity, cost ratios, and bench strength.
- Develop executive dashboards and present strategic workforce insights to senior leadership.
- Analyse trends and patterns to identify performance gaps, risks, and optimisation opportunities.
- Benchmark compensation and organisational practices against market standards.
- Translate workforce data into actionable strategic recommendations.
Governance, Risk & Compliance:
- Ensure compliance with Mauritian employment legislation and applicable regulatory requirements.
- Establish and maintain strong HR policies, frameworks, and documentation standards.
- Provide strategic oversight on disciplinary processes, grievances, investigations, and disputes.
- Anticipate legislative changes and advise leadership on potential workforce implications.
- Safeguard ethical conduct, confidentiality, and professional standards within the function.
- Ensure audit readiness and internal control integrity across HR processes.
People Management:
- Lead, mentor, and develop the Human Resources team to operate as credible business partners.
- Establish clear performance objectives, accountability standards, and development pathways.
- Drive capability building and succession planning within the function.
- Oversee continuous improvement and digitalisation of HR systems and processes.
- Manage the People & Culture budget to ensure cost efficiency and value creation.
- Promote professionalism, ethical behaviour, confidentiality, and service excellence across the function.
Profile:
- Bachelor's degree in Human Resource Management, Business Administration, Psychology, or a related field; a Master's degree or recognised HR certification will be an advantage.
- 8-10 years' progressive HR experience, including at least 3-5 years in a senior leadership or strategic business partnering role.
- Experience within FMCG, manufacturing, logistics, distribution, or other operationally intensive environments is highly desirable.
- Strong ability to align people strategy with commercial objectives and organisational priorities.
- Excellent executive presence with the confidence to influence and challenge senior stakeholders constructively.
- Proven capability to drive cultural alignment and organisational transformation.
- Strong analytical ability to translate workforce data into strategic decisions.
- Sound judgement and expertise in governance, risk management, and Mauritian employment legislation.
- High emotional intelligence with the ability to manage complex and sensitive matters with discretion.
- Strong leadership capability to build and develop a high-performing People & Culture function.