Human Resources Manager

JOB DESCRIPTION

HUMAN RESOURCES MANAGER

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
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.

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.

Ensure employment contracts, amendments, renewals, extensions and termination
documents are properly prepared, reviewed and filed.

Ensure timely and accurate management of employee records and statutory
documentation.

Coordinate compliance matters with relevant authorities, including CNPS, tax
authorities and the Labour Inspectorate, as applicable.

Monitor compliance with company policies, internal procedures and employment
obligations.

Identify HR-related legal and operational risks and recommend preventive or
corrective actions.

Ensure disciplinary procedures and employment decisions are properly documented
and handled in accordance with applicable requirements.

E. Compensation, Benefits and Payroll Supervision

Supervise the preparation and verification of payroll in
formation

and ensure payroll

processes are accurate and compliant.

Coordinate with Finance to ensure timely processing of salaries and related
employee payments.

Monitor employee benefits, allowances, leave balances and other compensation-
related matters.

Ensure that payroll-related statutory obligations and supporting documentation are
properly followed up.

Maintain confidentiality of salary in
formation

and other sensitive employee data.

Review compensation practices and provide recommendations to management
when required.

F. Performance Management and Talent Development

Design and coordinate performance appraisal processes and follow-up
mechanisms.

Support managers in setting clear objectives and evaluating employee performance.
Identify
skills

gaps and training needs across departments.

Prepare and implement annual or periodic training and development plans.
Monitor training effectiveness and employee development.
Support career planning, succession planning, internal mobility and talent retention.
Recommend corrective measures and individual development plans where
necessary.

G. HR Administration and Records Management

Supervise the maintenance of accurate and up-to-date personnel files and HR
databases.

Ensure proper management of employee records, leave, attendance, absences and
employment history.

Coordinate the preparation of HR letters, certificates, employment documents and
other personnel-related correspondence.

Ensure secure storage, confidentiality and appropriate access to employee
information.

Develop and maintain HR procedures, templates, registers and reporting tools.
Ensure that HR in
formation

systems and employee databases are regularly updated.

H. Health, Safety and Employee Well-being

Work with relevant departments to promote workplace health, safety and employee
well-being.

Follow up on workplace incidents, employee welfare concerns and preventive
measures.

Support awareness sessions on workplace conduct, health, safety and employee
responsibilities.

Promote a respectful, inclusive and professional work environment.
Monitor workplace concerns and recommend appropriate preventive actions.
I. HR Reporting and Management Support

Prepare and submit regular HR reports and dashboards to management.
Analyse workforce data, identify trends and recommend practical actions.
Provide timely and accurate HR information to support management decisions.
Participate in management meetings and contribute to discussions concerning
workforce planning, performance, compliance and organisational development.

Carry out other duties assigned by the hierarchy within the scope of the position.
REQUIRED QUALIFICATIONS AND
EXPERIENCE

Academic Qualifications

Master’s Degree (Bac +5) in Human Resources Management, Business
Administration, Employment Law, Management or an equivalent field.

Professional

Experience

Minimum of 3–5 years of relevant
experience

in Human Resources, preferably in a

managerial or supervisory position.

Demonstrated experience in HR operations, labour compliance, recruitment,
employee relations and HR administration.

Experience managing teams and advising senior management.
Experience in payroll supervision and HR reporting is an advantage.
REQUIRED KNOWLEDGE AND TECHNICAL SKILLS
Strong knowledge of applicable labour legislation, social security regulations and
employment practices.

Good understanding of employment contracts, disciplinary procedures, termination
processes and employee rights.

Strong knowledge of recruitment, onboarding, performance management and talent
development.

Ability to manage compensation and benefits processes and supervise payroll-
related activities.

Knowledge of HR administration, personnel records and HR information systems.
Good analytical, reporting and problem-solving skills.
Proficiency in Microsoft Office, particularly Excel, Word and PowerPoint.
Ability to prepare clear HR reports, policies, procedures and professional
correspondence.

REQUIRED PERSONAL AND INTERPERSONAL COMPETENCIES
Excellent communication skills: Able to communicate effectively with employees,
management, clients and external authorities, both verbally and in writing.

Leadership and team management: Able to guide, supervise, motivate and develop
the HR team.

Integrity and confidentiality: Demonstrates discretion, fairness and
professionalism when handling sensitive information.

Diplomacy and emotional intelligence: Able to manage difficult conversations,
workplace disputes and sensitive situations.

Organisation and attention to detail: Ensures accurate records, timely follow-up
and proper documentation.

Problem-solving and decision-making: Able to assess situations objectively and
propose practical solutions.

Adaptability and resilience: Able to work effectively under pressure and manage
competing priorities.

Accountability and results orientation: Takes ownership of responsibilities and
delivers agreed objectives.

Interpersonal skills: Builds constructive working relationships across all
departments and levels of the organisation.

INTERNAL AND EXTERNAL RELATIONSHIPS
Internal

Managing Director / General Manager
Deputy General Manager
Department Heads and Line Managers
Finance and Accounting Department
Administration and Operations Department
All employees
External

National Social Insurance Fund (CNPS)
Labour Inspectorate
Tax authorities
Banks and insurance providers
Training institutions and recruitment partners
Other relevant public and private institutions
MAIN WORKING CONSTRAINTS
Managing diverse employee expectations while respecting company policies and
operational requirements.

Handling confidential, sensitive and sometimes conflicting HR matters.
Managing workplace disputes, grievances and disciplinary cases professionally.
Maintaining compliance with changing legal and regulatory requirements.
Balancing employee welfare, business objectives and budgetary constraints.
Managing urgent recruitment, payroll and administrative deadlines.