Human Resources Manager

JOB DESCRIPTION

HUMAN RESOURCES MANAGER

1. POSITION IDENTIFICATION

• Job Title: Human Resources Manager
• Department Human: Resources and Administration
• Location: Yaoundé, Cameroon
• Reports To: Deputy General Manager
• Functional Reporting: Managing Director / General Manager

Professional Family Human Resources

• Minimum Qualification: Master’s Degree (Bac +5) in Human Resources, Management,

Employment Law or a related field

• Experience 3–5 years of relevant experience, including team management

1. JOB PURPOSE

• The Human Resources Manager is responsible for developing, implementing and

supervising the company’s human resources strategy and administrative processes. This

role ensures effective management of the employee lifecycle, compliance with applicable

labour and social security regulations, strong employee relations, and the development of a

productive and professional working environment.

The postholder acts as a strategic partner to management and provides reliable HR advice,

clear communication and practical solutions to support the company’s operational and

business objectives.

1. KEY RESPONSIBILITIES

A. HR Strategy and Organisational Development

• Develop and implement HR policies, procedures and action plans aligned with the

company’s objectives.

• Advise management on workforce planning, organisational structure and HR-related

matters.

• Prepare and update organisational charts, job descriptions and reporting lines.
• Identify current and future workforce requirements and recommend appropriate HR

solutions.

• Promote a professional, accountable and performance-driven organisational

culture.

B. Recruitment, Selection and Onboarding

• Coordinate the end-to-end recruitment process, from manpower requisition to

candidate selection and onboarding.

• Work closely with department heads and line managers to understand staffing

requirements.

• Ensure recruitment processes are transparent, timely and properly documented.
• Coordinate interviews, reference checks, background verification and employment

offer.

• Ensure new employees receive appropriate induction, job expectations and

workplace orientation.

• Monitor probation periods and ensure timely performance reviews.

C. Employee Relations and Communication

• Maintain effective communication with employees, managers and senior

management.

• Demonstrate strong verbal and written communication skills, including the ability to

communicate clearly, professionally and diplomatically.

• Act as a point of contact for employee concerns, workplace disputes and HR-related

enquiries.

• Promote constructive dialogue, employee engagement and a respectful working

environment.

• Manage employee grievances and disciplinary matters fairly, confidentially and in

accordance with company procedures and applicable law.

• Support management and line managers in handling sensitive employee matters.

• Maintain effective relations with employee representatives and relevant external

stakeholders.

D. Labour Law, Compliance and Risk Management

• Ensure HR practices comply with applicable labour laws, regulations, social security

requirements and collective bargaining agreements.

• Monitor changes in labour and employment regulations and advise management on

their implications.