People Partner Manager

McEasy, a transportation management solution to simplify complex logistics operations. is looking for a People Partner Manager to join our ever-growing team.

If you are a keen learner, self-driven, and looking to be a part of a team that is passionate with helping each other, we want to hear from you.

About the Role

We are looking for a hands-on People Partner Manager who will take ownership of building and establishing the company's people management framework from the ground up.

This role will focus on developing structured people practices, particularly in performance management, career development, job leveling, job grading, and talent management.

You will be responsible for designing, implementing, and continuously improving people frameworks, processes, tools, and guidelines that support organizational effectiveness and employee growth.

Working closely with C-Level and department heads, you will help establish a strong foundation for people management as the company continues to grow.

Key Responsibilities:

1. Performance Management Development

• Build and establish the company's performance management framework, including performance review guidelines, evaluation tools, and assessment processes.
• Develop performance measurement guidelines, including KPI/OKR setting and alignment with organizational objectives.
• Design and implement the end-to-end performance review and calibration processes.
• Establish mechanisms to monitor employee performance and identify performance gaps.
• Develop guidelines and tools for Performance Improvement Plans (PIP) and performance-related improvement initiatives.
• Analyze performance results and provide actionable recommendations to management.

1. Career Path & Job Leveling Development

• Develop the company's career path framework across departments and functions.
• Establish job level structures and define clear expectations, responsibilities, and competencies for each level.
• Develop career progression frameworks for both managerial and individual contributor career tracks.
• Establish promotion criteria, eligibility requirements, and career progression guidelines.
• Work closely with department heads to ensure career frameworks are relevant to each function and aligned with business needs.

1. Job Grading & Organization Development

• Build and implement the company's job grading and job evaluation framework.
• Develop job classification methodologies based on role responsibilities, complexity, scope, and organizational impact.
• Review and recommend organizational structures, reporting lines, and role clarity to improve organizational effectiveness.
• Collaborate with HR and Finance to ensure alignment between job grades, compensation structures, and internal equity.

1. Talent Management & Succession Planning

• Develop talent management frameworks, including talent review, talent mapping, and succession planning.
• Establish mechanisms to identify high-performing and high-potential employees.
• Develop guidelines for internal promotion and talent mobility.
• Work with department heads to identify critical positions and future leadership requirements.

1. Employee Engagement & Retention

• Establish employee engagement measurement mechanisms, including employee surveys and feedback processes.
• Analyze engagement results and develop improvement initiatives.
• Monitor employee turnover and identify potential retention risks.
• Partner with department heads to address people-related challenges and improve team effectiveness.

1. People Analytics & HRIS

• Establish people analytics frameworks and reporting mechanisms to support data-driven decision-making.
• Develop and maintain people dashboards covering headcount, turnover, performance, promotion, and other key HR metrics.
• Analyze people data to identify trends, provide insights, and recommend improvement initiatives.
• Ensure employee data accuracy and support the optimization of HRIS utilization.

Qualification:

• Bachelor's degree (S1) in Psychology, Human Resource Management, Management, or a related field.
• Minimum 5 years of experience in Human Resources, particularly in Performance Management, Organization Development, HR Business Partner, or Talent Management.
• At least 2 years of experience in a managerial or team leadership role is preferred.
• Proven experience in developing and implementing performance management frameworks and processes.
• Strong experience in developing job architecture, including job leveling, job evaluation, career paths, and job grading frameworks.
• Good understanding of KPI/OKR setting, performance calibration, talent management, and succession planning.
• Strong analytical skills with the ability to translate people data into actionable business insights.
• Excellent communication, stakeholder management, and problem-solving skills.
• Hands-on, structured, and comfortable building HR frameworks and processes from scratch.
• Able to work independently and collaborate effectively with C-Level and department heads.

Preferred Qualifications:

• Experience working in a technology, SaaS, or startup environment.
• Experience in compensation structure development and salary benchmarking.
• Familiarity with HRIS implementation and people analytics tools.

Key Performance Indicators (KPIs)

• Performance management framework successfully developed and implemented.
• Performance review and calibration completion rate.
• Job leveling and grading framework established and approved.
• Career path framework developed and socialized across priority departments.
• Promotion and talent review framework established.
• People analytics dashboard and reporting mechanism implemented.
• Employee engagement and retention improvement initiatives established.

Ready to make a difference? Join our team and be part of something extraordinary. Apply now!