country Sr. HR Manager

Job Description Template

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This template provides the major categories that you should include in your job descriptions
along with an explanation of what to include in each category.
Job title Country – Senior HR Manager
Reports to Global HR Head / Country Head
Job purpose
The Country HR Manager will be responsible for leading and managing all Human
Resources functions across the country, with a strong focus on factory and manufacturing
operations. The role ensures effective HR governance, workforce productivity, statutory
compliance, industrial relations, and alignment of HR practices with business objectives.
Duties and responsibilities
HR Strategy & Leadership
 Develop and implement country-level HR strategies aligned with business and
manufacturing goals.
 Act as a strategic HR partner to country leadership and factory management.
 Drive HR policies, processes, and governance across corporate and factory locations.
2. Factory HR Operations
 Manage end-to-end HR operations for factory-based employees, including blue-collar
and contract workforce.
 Ensure full compliance with Ivorian labour law, ILO standards, IFC PS1 & PS2, and
internal policies through regular HR and labour audits, with documented evidence and
corrective actions.
 Oversee manpower planning, shift management support, productivity tracking, and
workforce optimization.
 Ensure smooth onboarding, induction, and engagement of factory employees.
 Oversee labour broker, contractor, and subcontractor management, including due
diligence, registration verification, contract compliance, wage payments, statutory
deductions, working hours, overtime, and health and safety standards.
 Conduct regular (monthly and periodic) monitoring and audits of labour brokers and
third-party employers, report severe non-compliance to country management, and
recommend corrective or termination actions where required.
 Adapt, implement, and maintain a country-specific Contractor and Subcontractor
Management Procedure (including casual workers), aligned with legal requirements
and international best practice.
 Define and monitor responsibilities for health and safety of casual and third-party
workers, including minimum H&S requirements (PPE, inductions, breaks, water, shade)
and routine compliance checks.
 Establish, maintain, and monitor effective internal and external grievance mechanisms
for employees and third-party workers, ensuring timely resolution and proper
documentation.

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 Lead child labour prevention and monitoring activities, including inspections, training,
contractor contractual commitments, audit rights, and participation in E&S committee
oversight.
 Conduct gender analysis and surveys, collect disaggregated data, and develop and
implement gender policies, strategies, awareness programmes, and three-year action
plans addressing identified needs (e.g. financial literacy, empowerment).
 Monitor and report on gender pay gaps, including women-to-men remuneration ratios
by employee category and operational location.
 Support the establishment and effective functioning of workers’ organisations and
ensure timely, documented engagement and communication.
 Develop and implement a comprehensive HR Management System (HRMS) and
address identified gaps in occupational health, safety, and fire safety compliance.
 Monitor E&S performance of contractors, subcontractors, and labour brokers, ensuring
availability of training records and evidence of routine site inspections.
 Support supply chain and subcontractor governance, including finalisation and
implementation of the Supply Chain Manual, Child Labour SOP, and commitment
towards relevant E&S certifications.
 Develop and implement a three-year plan to progressively transition eligible casual
workers into direct employment contracts (CDD, CDDTI, or CDI) based on audit
findings and operational needs
3. Industrial Relations & Employee Relations
 Handle industrial relations, including union management, negotiations, settlements,
and dispute resolution.
 Manage disciplinary actions, grievances, domestic inquiries, and compliance with
standing orders.
 Maintain harmonious employee relations within factory and plant environments.
4. Statutory Compliance & Governance
 Ensure full compliance with local labor laws, factory acts, EHS regulations, and
statutory requirements.
 Liaise with government authorities, labor departments, and external auditors.
 Oversee audits, inspections, and statutory filings related to factories and offices.
5. Talent Management & Development
 Lead recruitment for factory and corporate roles, including leadership hiring.
 Lead workforce and manpower planning for current and future operations, including
seasonal fluctuations, and identify roles held by casual or temporary workers that may
be converted to permanent positions.
 Implement performance management, learning & development, and succession
planning frameworks.
 Support capability building for supervisors, line managers, and factory leadership
teams.
6. Compensation, Benefits & Payroll
 Oversee payroll administration, wage structures, incentives, and benefits for factory
and staff employees.
 Ensure compliance with minimum wage, overtime, social security, and statutory
benefits.
   Assess living wage benchmarks for the Abidjan area using recognised methodologies
and develop and implement a three-year salary improvement plan to address identified
gaps.
 Support annual compensation reviews and manpower cost optimization.

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7. Health, Safety & Workplace Practices
 Partner with EHS teams to promote a safe and compliant work environment.
 Support safety initiatives, disciplinary frameworks, and workforce awareness
programs.
 Drive employee engagement, welfare initiatives, and retention programs in factory
settings.
Qualifications
 Master’s degree in Human Resources, Industrial Relations, or related field.
 10–15 years of progressive HR experience, with significant exposure to
factory / manufacturing environments.
 Proven experience in industrial relations, labor law compliance, and union handling.
 Strong understanding of blue-collar workforce management and factory HR
operations.
Working conditions
If the job requires a person to work in special working conditions this should be stated in the job
description. Special working conditions cover a range of circumstances from regular evening and
weekend work, shift work, working outdoors, working with challenging clients, and so forth.

Physical requirements
If the job is physically demanding, this should be stated in the job description. A physically
demanding job is one where the incumbent is required to stand for extended periods of time, lift
heavy objects on a regular basis, do repetitive tasks with few breaks, and so forth.
Direct reports
List by job title any positions to be supervised by the incumbent.