HR Generalist (FJ)

Job Purpose

Responsible for supporting payroll, workforce planning, HR budgeting, HR systems and policy administration to ensure accurate payroll processing, effective workforce planning, compliance with company policies and applicable regulations. Coordinates payroll activities, supports compensation initiatives, maintains HR policies and systems, monitors workforce data and costs, and prepares HR reports to support operational requirements and management decision-making.

Key Result Responsibilities

• Manage the end-to-end monthly payroll cycle, including preparation, validation, reconciliation, approval coordination, and timely salary processing.
• Review and process payroll-related transactions, including attendance, leave, overtime, allowances, deductions, loans, arrears, domestic allowances, gratuity, end-of-service benefits, insurance, and other employee compensation and benefits.
• Coordinate with departmental representatives and relevant stakeholders to ensure payroll is completed accurately and within established timelines.
• Conduct payroll audits, month-on-month variance analysis, reconciliations, and exception reviews, resolving discrepancies in accordance with approved policies and procedures.
• Maintain complete payroll and employee records, supporting documentation, reporting databases, reconciliations, and audit trails while ensuring confidentiality, accuracy, security, and integrity of payroll, compensation, and workforce information.
• Support the annual HR and manpower budgeting process by consolidating departmental headcount requirements and preparing workforce cost projections covering salaries, increments, promotions, allowances, benefits, overtime, recruitment, and planned employee movements in collaboration with the Central HR team.
• Monitor payroll and workforce costs against approved budgets, prepare variance reports and forecasts, and partner with ABY HR and Line Managers to investigate significant variances and recommend appropriate cost control and optimization measures, ensuring consistency between approved manpower budgets, payroll data, HR records, and Finance reports.
• Coordinate annual, mid-year, and periodic manpower planning exercises, reviewing manpower requisitions against approved headcount budgets, organizational structures, and operational requirements.
• Assess and analyze budgeted, replacement, and unbudgeted positions while maintaining accurate records of approved, actual, vacant, and forecasted headcount by department, position, grade, location, and employee category, and monitor recruitment progress against approved manpower plans.
  
  

Key Result Responsibilities - Continued

• Analyze headcount, vacancies, attrition, workforce movements, employee costs, and productivity trends to provide workforce planning insights and recommendations supporting management decision-making.
• Conduct compensation benchmarking, salary surveys, and market pay studies to analyze internal salary equity and external market competitiveness in collaboration with the Central HR team.
• Support the development and review of remuneration policies, salary structures, grading frameworks, allowances, and incentive programmes in collaboration with the Central HR team, ensuring alignment with organizational objectives and market practices.
• Prepare cost analyses and business cases for salary adjustments, promotions, allowances, and compensation policy changes, ensuring recommendations are supported by approved structures, budgets, and authorization levels while promoting employee attraction, retention, internal equity, and financial sustainability.
• Support HR digitalization and automation initiatives by reviewing existing HR processes and identifying opportunities for automation, integration, simplification, and standardization to improve service delivery, control, accuracy, and employee experience.
• Coordinate the implementation, enhancement, testing, and user acceptance of HRIS, payroll, recruitment, attendance, employee self-service, reporting systems, and automated workflows while maintaining HR process maps, standard operating procedures, checklists, user guidance, and system documentation.
• Monitor system performance and ensure the accuracy, integrity, confidentiality, and quality of HR data.
• Develop, review, update, communicate, implement, and maintain HR policies, procedures, guidelines, and manuals, ensuring appropriate approvals and publication on the relevant HR portal.
• Provide guidance to Line Managers and employees on the interpretation and application of HR policies while ensuring compliance with applicable labor laws, regulatory requirements, company policies, and internal controls.
• Support employee grievances, disciplinary investigations, and policy-violation cases, maintaining appropriate documentation and confidentiality throughout the process.
• Participate in internal and external audits, ensuring timely resolution and closure of HR audit findings.
• Prepare accurate and timely HR dashboards and reports covering payroll cost and accuracy, budget versus actual workforce costs, approved versus actual headcount, recruitment status, vacancy ageing, employee movements, overtime, allowances, deductions, attrition, talent and performance indicators, HR automation progress, policy compliance, and outstanding actions.
• Monitor HR KPIs, highlight workforce risks and deviations, and provide actionable insights and recommendations to support management decision-making and continuous improvement.
  
  

Qualifications (Academic, Training, Languages)

• Bachelor’s degree in human resources, Business Administration, Finance, Accounting, or a related discipline.
• Professional HR certification, such as CIPD, SHRM, PHR, or an equivalent qualification, is preferred.
• Fluent in English & local languages.
• Proficient in MS Office.
  
  

Work Experience

• With 6-8 years of progressive HR experience, with practical exposure to payroll, compensation and benefits, manpower planning, budgeting, recruitment, and HR operations.
• Experience with HRIS, payroll systems, applicant-tracking systems, and employee self-service platforms is preferred.
• Experience in aviation, a regulated industry, or a multi-location organization will be an advantage.