Your Role

The Manager, HR Operations, will oversee the daily operations of the Human Resources department, ensuring the alignment of HR strategies with overall business objectives. This role acts as a trusted advisor to business leaders and a champion for employee growth and organizational culture.

The manager should possess a deep understanding of core HR pillars - including employee relations, talent acquisition, compliance, compensation and benefits, performance management, and HR technology.

Responsibilities

1. Employee Relations

2. Employee Advocacy: Serve as a primary point of contact for employee grievances, managing complex workplace relations with empathy, neutrality, and discretion.

3. Culture & Engagement: Design and implement initiatives that enhance employee engagement, retention, and a positive corporate culture.

4. Talent Acquisition & Management

5. Recruitment Strategy: Oversee the end-to-end recruitment lifecycle (for positions based in the assigned entity), from partnering with hiring managers on job design to implementing effective sourcing and selection methods.

6. Onboarding: Enhance the new hire orientation program to ensure a seamless, welcoming integration into the company.

7. Offboarding: Conduct insightful exit interviews and manage compliant offboarding processes.

8. Performance & Talent Development

9. Performance Evaluation: Administer the annual performance appraisal cycle, guiding managers on goal-setting, objective feedback, and bell-curve or performance distribution modeling.

10. Capability Building: Identify training gaps across the organization and coordinate professional development programs to build internal capabilities.

11. Compensation, Benefits & HR Operations

12. C&B Oversight: Review and manage the company’s compensation and benefits structures to ensure external market competitiveness and internal equity.

13. HRIS Management: Oversee the maintenance and utilization of the Human Resources Information System (HRIS) to ensure maximum data integrity and process efficiency.

14. People Analytics: Generate monthly/quarterly HR dashboards tracking key performance indicators (KPIs) such as headcount movements, attrition rates, and recruitment costs.

15. Compliance, Policy & Risk Management

16. Regulatory Alignment: Maintain up-to-date knowledge of local labor laws and statutory regulations, ensuring all HR policies, employment contracts, and employee handbooks are fully compliant.

17. Audit Readiness: Oversee internal HR audits and ensure employee records are maintained in strict accordance with data privacy laws.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. Professional HR certifications (e.g., IHRP, SHRM, or CIPD) are highly advantageous.
• Minimum 5 years of progressive HR experience, with at least 2 years in a supervisory or assistant managerial capacity.

• Proficiency in modern HRIS platforms (e.g., Workday, SuccessFactors, or local payroll/attendance systems) with strong competency in Microsoft Office

• Communication and interpersonal skills

• Strong conflict-resolution capabilities
• Ability to navigate ambiguity in a dynamic corporate environment

Brenntag provides equal employment opportunities to qualified applicants and employees of all backgrounds and identities to create a workplace where difference is valued because it forms a resilient and more innovative organization. We do not discriminate on the basis of age, disability, gender identity, sexual orientation, ethnicity, race, religion or belief, parental and family status, or any other protected characteristic. We welcome applications from women, men and non-binary candidates of all ethnicities and socio-economic backgrounds.

Brenntag TA Team