Company Information
Company HR Code
Contact Name
Contact Email
Since 31-12-2018
Job Information
Human Resources Manager
Job Type Full-Time
Salary Range From $1500 - To $2000 Per Month
Category Insurance
Sub Category Health Insurance
Shift 8:00 AM to 5:00 PM
Future No
Posted 21-04-2020
Minimum Education University
Degree Title
Minimum Experience 5 Year
Work Permit
Required Travel
Job Status
Job Status Sourcing
Start Publishing 19-04-2020
No of Jobs 0
Stop Publishing 31-05-2020
[Phnom Penh,Cambodia ]
THE ROLE The HR Manager is responsible for partnering with the Country Manager and local leadership team to drive business performance through the delivery of the local people plan, that looks to continually improve and promote employee engagement, ensure BIMA is seen as an employer of choice in the local market and BIMA’s business performance is optimized and all employees are supported to reach their full potential. The HR Manager will achieve this by being a strategic partner to the Country Manager, by leading all aspects of the local HR function and ensuring that shared ownership of all aspects of the people lifecycle (talent attraction, hiring, performance and development and retention) is agreed with business stakeholders, and that promoting a positive culture is prioritized by local leadership. THE RESPONSIBILITIES Develop and Maintain the Local People Plan based on Global HR and Business Strategy – through a clear understanding of the BIMA business model and unit economics, work with the business to improve productivity and achieve business and individual goals through continually looking at the effectiveness of all aspects of the people lifecycle. Work with the Country Manager to identify people goals and priorities and quickly translate those priorities into the development and implementation of a local People Plan, leveraging the broader HR community in BIMA wherever possible. Ensure an understanding of any agreed HR metrics (attrition, time to hire, cost of compliance breaches etc.) and ensure the business is clear where it has shared accountability with HR for these. Implementing Global HR Best Practice – provide input into the BIMA Global HR Team and HR community on existing practice, taking a lead where agreed on Global HR projects. Ensure global standards and frameworks are implemented as they are developed. Ensure there is clarity around where global consistency is expected versus local initiatives, processes, policies and practices. Coach to the Local Leadership Team – provide data, insights and feedback to the Country Manager and leadership team to build their own leadership skills, with a specific focus on partnering with the Country Manager on the skills and people management of all people managers in the local organisation to help employees grow and succeed. Build manageremployee relationships through constructive feedback and coaching conversations. This extends to providing feedback and support to ensure that the BIMA values are actively lived by all employees in the business. Employee Engagement – work with the local leadership team and the Global HR Team to ensure that employee surveys are executed, outputs transparently shared and plans are in place to drive improvement in employee engagement as measured by subsequent surveys. Talent Attraction and Recruitment – manage the overall hiring process aligned to any Globally-agreed standards/frameworks, understanding the profile of talent required for roles, how to attract and then recruit this talent (optimizing all hiring channels and building knowledge on how to do this effectively) and ensure there is clarity with the business regarding standards for hiring and roles and responsibilities in the process. Talent Performance and Development – ensure onboarding and development of employees is optimized and aligned with any Globally-agreed standards/frameworks, working with the training team and all people managers across the business, to drive business performance and employee engagement. Ensure clear feedback and performance management process are in place, being followed and people manager skills exist to execute these. Actively promote development plans so that they are in place and driving development (within role and supporting the employee’s career), for all employees. Ensure managers are trained and supported in managing all aspects of performance. Talent Retention – ensure that attrition data (qualitative and quantative) is clearly available, understood and is being used by the business to drive a managed approach to retention to ensure management of underperformance is balanced against retaining talent and reducing overall attrition. Overall partnership with the Country Manager to ensure retention planning is in place in line with any Globally agreed approaches Employment Risk management – Ensure that the business works in a way that is compliant with all aspects of local employment legislation, government requirements, and local practices and policies. Ensure the delivery of an accurate, efficient and compliant payroll process. Local Market Reward Insight – through local network and own experience, build a clear understanding of the local pay and benefits landscape and work with the Country Manager to feed into the pay review process orchestrated by Global HR. Work with HR to identify and implement approved local recognition schemes that identify and recognize high performance and behaviours across all employee groups. Stewardship of the Diversity Agenda – ensure the business case for diversity is understood by local leadership and this agenda is actively pursued across all activities, with a particular focus on driving diversity and female hires in leadership roles. Agree and fulfil role in the RUN programme with local Ambassadors, mentors and Global HR. Management of the local HR function and budget – work with Global HR to identify and implement the most appropriate local HR team structure to deliver the HR priorities. Develop the members of the HR Team and ensure the team is executing on all aspects of the HR agenda including: pay and benefits administration, HR document and process execution, end to end recruitment activity, internal and external reporting etc. Ensure that the HR budget and agreed activities for a financial year is clearly understood and delivered upon. HR Information System – actively support the deployment of the Global HRIS in market and ensure effective local training, development and management of the HRIS. Develop local HR information/dashboards where needed to aid decision-making and drive the HR plan locally. Employee Relations – ensure that an approach is in place to quickly, fairly and effectively manage people issues (formal and informal) in a way that builds credibility with employees, upholds company’s values, and manages risks in line with local employment laws.
• 6-8 years minimum experience of working in HR, ideally with experience of a Company with mature HR processes and practices. Proven working knowledge across all aspects of HR including recruitment, training and development, employee engagement and retention, employee relations and reward management. • Proven extensive experience managing the full range of HR services in a fast-moving business. Possessing (or working towards) professional certification in HR is expected. • Strong emotional intelligence coupled with the ability to constructively challenge and hold others to a high standard in all areas of people management they have responsibility for. Excellent interpersonal skills hence essential and the ability and judgement to management sensitive situations. Proven ability to bring others along with own approach and thinking, so leading and influencing with knowledge but also passion is important. • Working knowledge of national employment laws and practices. • Credibility and gravitas to ensure seen as a credible HR partner to the Country Manager and Leadership team and coaching skills to build capability in this group (and being comfortable and confident to do so). • Active affiliation in local HR networks and organizations to understand the local HR environment. • Project management skills, a drive to understand the business and link HR plans to business outcomes. • Comfortable with data and have proven experience of using it to drive the HR discussion with leadership. • Experience of working internationally/across other cultures desirable. • Passion for the company purpose and mission. • Actively seeks to develop self and own team, with a curiosity and growth mindset, continually open to opportunities to improve and learn. • Ability to work independently and take initiative on key tasks. • Ability to managing multiple priorities, be able to work with detail and see the bigger picture and be proactive and highly organised. Comfortable with ambiguity. • Have a strong belief in fairness, confidentiality and be comfortable holding others to account to preserve and advance the company values.
Preferred Skills


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  • Address : #275, Preah Sisowath Quay, Phsa Kandal, Daun Penh, Phnom Penh, Cambodia.
  • Name : Ms. Sophorn CHHAY (CEO)
  • Email : This email address is being protected from spambots. You need JavaScript enabled to view it.
  • Phone : + 855 86 372 755
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