HR Manager

LR Ethiopia Medical Manufacturing plc is a leading international supplier of high-quality medical devices and hygiene products–ranging from conventional bandages to modern treatment and nursing systems. Created in 1998 from the merger of the German company Lohmann (founded in 1851) and the Austrian company Rauscher (founded in 1899). L&R has more than 160 years expertise as a reliable partner and solution provider for its customers. With more than 4,000 employees, 39 subsidiaries and shareholdings, as well as 30 selected partners, L&R is represented in all important markets around the world. L&R will be engaged in the production of medical products in Addis Ababa.
The Human Resource Manager is responsible for leading and managing the overall HR function within the company, ensuring the development and implementation of effective HR strategies, policies, and procedures that align with the company’s business objectives. The HR Manager oversees all aspects of HR operations, including recruitment, employee relations, performance management, training and development, compensation and benefits, compliance, and organizational culture. The HR Manager plays a critical role in fostering a positive work environment, driving employee engagement, and supporting the company’s growth and productivity.
 

Key Responsibilities
1.Talent Acquisition and Workforce Planning:

• Develop and execute recruitment strategies to attract and retain a skilled workforce for the manufacturing plant, including production line workers, technicians, and administrative staff.

•  Coordinate with department heads to identify staffing needs and create job descriptions, ensuring the alignment of skills and competencies required for each role.

•  Manage the entire recruitment process, from sourcing candidates, conducting interviews, and on-boarding new employees to ensure smooth integration into the company.

•  Implement robust succession planning and workforce planning strategies to address future staffing needs and ensure business continuity.
   

  Employee Relations and Engagement:

• Promote a positive and inclusive workplace culture by developing and implementing employee engagement initiatives, including recognition programs, team-building activities, and employee feedback mechanisms.
• Serve as a point of contact for employee concerns, grievances, and conflicts, providing guidance and support in a fair and consistent manner.
•  Manage disciplinary actions and conflict resolution processes in compliance with company policies and local labor laws, ensuring transparency and fairness.
• Lead employee satisfaction surveys and implement action plans to address identified areas for improvement 

Training and Development:

•  Identify training needs for all levels of employees, including production workers, supervisors, and management.

• Design and deliver training programs focused on technical skills, soft skills, safety, and leadership development to enhance employee capabilities and productivity.

• Oversee the implementation of training and development programs, monitor their effectiveness, and ensure continuous learning opportunities for all employees.

• Create and manage career development plans to support employee growth and retention.

Performance Management:

• Implement and manage the performance management system, including goal setting, performance appraisals, and feedback mechanisms.

• closely with managers to establish performance metrics, provide coaching and support, and identify opportunities for performance improvement.

• Develop and oversee performance improvement plans (PIPs) for underperforming employees and ensure consistent follow-up and documentation.

Compensation and Benefits Administration:

•  Develop and administer competitive compensation and benefits programs that attract, motivate, and retain top talent within the manufacturing sector.

• Conduct market research and benchmarking to ensure compensation packages remain competitive and aligned with industry standards.

• Manage payroll processes, ensuring accuracy and compliance with local regulations and company policies.

•  Oversee employee benefits programs, including health and wellness initiatives, insurance, and retirement plans.

 Compliance and Policy Development:

• Ensure compliance with local, state, and federal employment laws and regulations, including labor standards, safety regulations, and employment equity.

• Develop and implement HR policies, procedures, and employee handbooks, ensuring they are up-to-date and in compliance with legal requirements and best practices.

• Manage employee records and HR documentation to ensure accuracy, confidentiality, and compliance with data protection regulations.

Health and Safety Management:

• Collaborate with the Health and Safety team to ensure that HR policies and practices support a safe and healthy work environment for all employees.

•  Participate in safety committees and initiatives, promoting a culture of safety and compliance with Occupational Health and Safety (OHS) standards.

•  Address and resolve employee health and safety concerns promptly and effectively.

HR Strategy and Organizational Development:

• Develop and execute the HR strategic plan, aligning HR initiatives with business goals and supporting overall organizational effectiveness.

• Partner with senior management to drive organizational change and continuous improvement efforts that enhance the company’s efficiency and competitiveness.

• Lead organizational development initiatives, including restructuring, job redesign, and change management.

 HR Reporting and Analytics:

•  Prepare and present HR reports and analytics on key metrics such as headcount, turnover, absenteeism, training effectiveness, and employee engagement.

• Use HR data to identify trends, provide insights, and recommend solutions that support data-driven decision-making.

 Team Leadership and Management:

• Lead, mentor, and develop the HR team, ensuring the team has the skills and capabilities to support the organization effectively.

• Delegate tasks and responsibilities, provide ongoing coaching and feedback, and conduct performance reviews for HR staff.

• Foster a collaborative and high-performing HR team environment.

 Employee Communication and Change Management:

• Develop and implement effective communication strategies to keep employees informed about HR policies, changes, and organizational updates.

• Manage change management processes, ensuring smooth transitions during organizational changes, new policy implementation, and other significant initiatives

• Experience Required :8 years and above experience in Human Resource management, preferably in a manufacturing or industrial environment, with at least 3 years in a similar role.

• Education Required : Bachelor’s degree in Human Resources, Business Administration, Law or a related field.

• Skills Required : Strong knowledge of labor laws and regulations, especially within the manufacturing sector.

• Experience in talent acquisition, employee relations, performance management, and organizational development.

• Excellent communication, negotiation, and interpersonal skills.

• Strong analytical and problem-solving abilities.

• Ability to work in a fast-paced, dynamic environment and manage multiple priorities effectively.

How To Apply

Interested and qualified candidates are invited to submit their resume and cover letter online to infolrethiopia@gmail.com. Please ensure to include the job title you are applying for in the email subject line.

Application Deadline April 1,2025