Human Resource (HR) Officer

About the role

We're an automotive styling company looking for an HR Officer who can take full ownership of our people operations — from hiring and onboarding to policies, compliance, and employee relations. This is not a role where every decision needs sign-off. We want someone who can assess a situation, make a sound call, and keep us informed — not someone who needs a checklist for every task.

If you enjoy building HR systems from the ground up, thrive with autonomy, and are comfortable being the go-to person for all things people-related, this role is for you.

What You'll Own

• Recruitment & Hiring — Manage the full hiring cycle: job postings, screening, interviews, offers, and onboarding.

• Policies & Compliance — Develop, update, and enforce HR policies in line with local labor law; keep the company compliant on statutory requirements (contracts, benefits, leave, etc.).

• Employee Relations — Serve as the first point of contact for employee concerns, conflicts, and grievances; handle these with discretion and fairness.

• Payroll & Benefits Coordination — Oversee or coordinate payroll processing, government-mandated benefits, and any company benefits programs.

• Performance Management — Set up and run basic performance review processes; support managers with coaching, warnings, or performance improvement plans when needed.

• Records & Documentation — Maintain accurate, confidential employee records and HR documentation.

• Culture & Engagement — Propose and run initiatives that keep the team engaged and the workplace healthy, without needing to be told to do so.

• HR Reporting — Provide periodic summaries to leadership on headcount, turnover, hiring pipeline, and any issues worth flagging — proactively, not just when asked.

What they're looking for

• Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.

• At least 2–3 years of hands-on HR experience, ideally in a small or mid-sized company where you handled HR generalist duties (not just one narrow specialty).

• Working knowledge of local labor laws and statutory requirements (e.g., employment contracts, mandatory benefits, termination processes).

• Experience managing the end-to-end recruitment process independently.

• Basic proficiency with HR or payroll software, or willingness to learn our systems quickly.

• Strong written and verbal communication skills.

• Demonstrated discretion in handling confidential or sensitive employee information.