Human Resources Manager
From $1500 - To $2000 Per Month
8:00 AM to 5:00 PM
No of Jobs
[Phnom Penh,Cambodia ]
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
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
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
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
• Project management skills, a drive to understand the business and link HR plans to
• Comfortable with data and have proven experience of using it to drive the HR discussion
• 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.