SAASA B2E is looking for a 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 to 5 years of relevant practice, including team administration

Job purpose:
The human resources manager takes charge of designing, executing, and overseeing the administrative procedures and HR strategy of the enterprise. This position guarantees an efficient administration of the employee lifecycle, strict adherence to social security and labour laws, healthy staff relations, and the cultivation of a highly professional and fruitful work climate. Acting as a strategic ally to the executive team, the postholder delivers sound HR guidance, transparent communication, and actionable solutions to back the operational and commercial goals of the business.

Key responsibilities:

• Formulate and deploy HR frameworks, policies, and strategic initiatives in alignment with company goals
• Counsel leadership regarding organizational design, workforce planning, and other HR topics
• Draft and revise org charts, roles, and reporting structures
• Pinpoint current and upcoming staffing needs and suggest suitable HR remedies
• Foster a culture of professionalism, accountability, and high performance
• Oversee the entire hiring cycle, from staff requisition to candidate screening and integration
• Collaborate with unit heads to grasp personnel needs and guarantee hiring processes are clear, prompt, and well-documented
• Organize interviews, background screenings, reference checks, and job offers
• Ensure fresh hires get proper orientation and understand their duties, while tracking probationary phases for timely performance appraisals
• Uphold strong communication channels with staff, supervisors, and top executives, ensuring diplomatic and clear exchanges
• Serve as the primary contact for staff grievances, workplace conflicts, and HR inquiries
• Encourage positive dialogue, staff motivation, and a dignified workplace, addressing disciplinary cases equitably and legally
• Guarantee HR alignment with current labour laws, social security mandates, and collective agreements
• Track legislative updates, brief management on their impacts, and ensure contracts and termination files are correctly drafted
• Oversee accurate filing of staff dossiers and liaise with relevant bodies like CNPS, tax offices, and the labour inspectorate
• Spot legal or operational risks in HR and advise preventative steps
• Oversee the preparation and checking of payroll data, ensuring accuracy and compliance in coordination with the finance department
• Track staff benefits, leave entitlements, allowances, and ensure statutory payroll obligations are accurately followed
• Maintain strict confidentiality regarding salaries and evaluate remuneration practices when necessary
• Structure and steer appraisal workflows, assisting supervisors in defining clear goals and assessing staff
• Pinpoint skill shortages, design regular training schemes, and assess the impact of staff growth initiatives
• Aid in career mapping, internal mobility, talent retention, and propose individual growth plans
• Supervise the upkeep of precise personnel records, guaranteeing flawless management of staff files, attendance, and work history
• Direct the drafting of HR correspondence and ensure safe storage and correct access to staff files
• Collaborate with specific departments to boost workplace health, safety, and staff welfare, tracking work incidents and preventative actions
• Draft and present routine HR reports to leadership, examining workforce statistics and spotting patterns to suggest actionable steps
• Supply prompt and precise HR data to back executive choices and perform other tasks given by superiors within the role's scope

Required qualifications and experience:

• Academic credentials: hold a master's degree (BAC+5) in human resources management, business administration, employment law, management, or an equivalent discipline
• Professional background: justify at least 3 to 5 years of relevant practice in human resources, ideally in a supervisory or managerial capacity
• Proven expertise in HR operations, recruitment, labour compliance, staff relations, and HR administration
• Solid background in leading teams and advising top executives, with previous exposure to payroll supervision and HR reporting being a distinct advantage

Required knowledge and technical skills:

• In-depth grasp of current labour legislation, social security rules, and employment norms
• Solid understanding of employment contracts, termination processes, disciplinary actions, and worker rights
• Extensive expertise in sourcing, onboarding, talent development, and performance tracking
• Capability to handle compensation schemes and oversee payroll-related tasks
• Familiarity with HR administration, personnel filing, and HR information systems
• Strong analytical, reporting, and issue-solving capacities
• Mastery of Microsoft office suite, especially Excel, Word, and PowerPoint
• Aptitude for drafting clear HR policies, procedures, reports, and professional letters

Required personal and interpersonal competencies:

• Outstanding communication skills: able to interact clearly with staff, executives, clients, and external bodies, both orally and in writing
• Leadership and team administration: capable of mentoring, supervising, inspiring, and growing the HR squad
• Integrity and secrecy: shows high discretion, fairness, and professionalism when managing delicate data
• Diplomacy and emotional intelligence: equipped to handle tough dialogues, sensitive scenarios, and workplace conflicts
• Organization and detail-oriented: guarantees precise records, on-time follow-ups, and proper archiving
• Decision-making and problem-solving: able to view situations objectively and suggest workable solutions
• Resilience and adaptability: functions well under pressure and juggles multiple priorities effectively
• Results-driven and accountable: takes charge of duties and meets agreed-upon goals
• Interpersonal abilities: establishes positive professional connections across all organizational levels and departments

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, insurance providers and banks, recruitment partners and training institutions, other relevant private and public entities

Main working constraints:

• Balancing varying staff expectations while upholding company rules and operational needs
• Dealing with highly confidential, sensitive, and occasionally conflicting HR issues
• Managing disciplinary cases, grievances, and workplace disputes with utmost professionalism
• Staying compliant with ever-changing regulatory and legal demands
• Striking a balance between business goals, budgetary limits, and employee well-being
• Meeting tight deadlines for payroll, recruitment, and administrative tasks

Application link: Human resources manager