JOB PURPOSE
ü The HR-ESG Manager is responsible for defining, driving, and monitoring the execution of the Group’s Human Resources and ESG (Environmental, Social, and Governance) strategy within the assigned geographic area. This role ensures full alignment with the Executive Committee’s strategic directives, embedding people’s strategy, culture transformation, workforce capability development, and responsible business practices into operational execution.
ü The incumbent advances social responsibility, environmental stewardship, ethical conduct, and governance standards across the organization, ensuring compliance, risk mitigation, and sustainable value creation.
ü Additionally, the HR-ESG Manager serves as a strategic advisor to departmental leadership, providing expert guidance on HR & ESG matters to strengthen organizational performance, employee engagement, regulatory adherence, and long-term sustainability outcomes.
JOB DUTIES AND KEY RESPONSIBILITIES
- HUMAN RESOURCES
HR strategy of the Group
ü Provide leadership and operational oversight of the subsidiary IT function, ensuring all systems and
ü Implements the HR strategy of the Group within his/her geographic area defined.
ü Determines flagship projects according to this strategy and expectations of managers.
ü Use group frameworks for succession planning and leadership development programs.
ü Execute performance management systems designed by the group HR strategy (e.g., appraisals, KPIs, talent reviews).
ü Monitor local market trends and provide input to groups for strategy adjustments.
ü Accurate, timely, and standardized reporting for decision-making at group level.
Policy Alignment
ü Ensure compliance and manage the changes of the local regulation and respect internal policies.
ü Guide on local labor laws, statutory requirements, and HR regulations (e.g., employment contracts, leave, social security, termination rules) and Identify HR compliance risks, such as breaches in labor law, contracts, or internal policies.
ü Ensure local HR practices comply with both local law and internal group policies( Adapt group HR policies (e.g., performance, leave, benefits, code of conduct) to align with local regulations without compromising group standards and Communicate updates to employees and managers to ensure policy awareness and adherence.
ü Support employees with queries related to policies, contracts, benefits, or regulatory requirements.
Internal Controls and Audits
ü Maintain HR records in accordance with governance standards.
ü Ensure proper approvals and documentation for HR decisions (e.g., salary adjustments, disciplinary actions).
ü Lead or support internal and external HR audit.
ü Develop, review, and enforce HR policies, procedures, and codes of conduct develop, review, and enforce HR policies, procedures, and codes of conduct and Communicate policies effectively across the organization
Talent Acquisition & Performance Management:
ü Oversee recruitment and selection processes to attract top talent.
ü Develop succession planning and career development programs.
ü Ensure retention strategies and employee engagement initiatives are effective.
ü Manage performance appraisal systems and feedback processes.
ü Develop and monitor compensation, benefits, and reward programs.
ü Benchmark and ensure competitive HR policies in the market.
Manages HR budgets.
ü Develop HR budgets aligned with Camusat’s strategy, workforce plans, and business needs.
ü Forecast staffing costs, training programs, benefits, and other HR initiatives Identify and implement cost-saving measures without compromising employee experience.
ü Ensure funds are distributed according to priority initiatives and business requirements.
ü Support workforce planning by assessing cost implications of new hires or restructuring.
ü Submit HR Operational costs.
Employee Relations & Compliance:
ü Act as a point of escalation for complex employee relations issues.
ü Handle staff concerns and complaints.
ü Manage discipline and conflict resolution.
ü Promote a healthy work environment.
ü Implement effective conflict resolution strategies and maintain a positive work environment.
Learning & Development
ü Oversee employee onboarding and continuous professional development.
ü Track HR KPIs (e.g., attrition rates, compliance incidents, performance appraisal completion).
ü Report key HR metrics to senior leadership and where required.
ü Recommend corrective actions when policies or practices are not followed.
ü Run appraisals.
ü Support managers in managing staff performance.
ü From the analysis phase and managers needs to the integration of human resources (recruitment process) and realization of the training activity (training process).
ü Identify training needs and design leadership development programs.
Reporting & Metrics
ü Track KPIs for diversity, employee engagement, well-being, and sustainability initiatives.
ü Prepare ESG reports highlighting HR contributions to ESG goals. (Ensure HR practices comply with ESG-related regulations and reporting standards)
ü Monitor and report on ESG performance indicators related to workforce)
ü Participate in audits and ESG disclosures that involve HR data.
ü Collaborate with internal teams and external partners on ESG initiatives.
ü Embed ESG goals into HR policies and programs.
ü Align workforce strategies with sustainability and social responsibility objectives.
Strategic HR Leadership
ü Develop and implement HR strategies aligned with the company objectives.
ü Advise senior management on HR-related matters and workforce planning.
ü Lead change management initiatives and support organizational transformation.
ü Responds to requests of managers on all HR areas (labor law, training, recruitment, career management, remuneration etc.),
ü If necessary, involves a specialized expert (externally),
ü Accompanying personally and technically all managers on their HR related decisions (recruitment, dismissal, management performance reviews, promotion, conflicts) and helping them to integrate the HR variable in their strategic decision
Expatriates’ management of the geographic area defined.
ü Ensures the expatriates follow-up: recruitment, follow-up of remuneration and potential expatriation allowances and advantages etc. in line with the Group policy in terms of remuneration and skills.
ü Oversee visa, work permits, and residency requirements.
ü Ensure compliance with host country labor laws and immigration regulations.
ü Maintain documentation and audit readiness.
2. CORPORATE SOCIAL RESPONSIBILITY/ ESG
ü Define and implement ESG and CSR strategies within the geographic area, establishing clear objectives, actions, tools, and resource allocation.
ü Ensure ESG and CSR strategies are fully aligned with Group policies and strategic priorities.
ü Identify ESG and CSR priorities, including environmental protection, ethical practices, social responsibility, and governance improvements.
ü Track and report on ESG and CSR performance to senior management, highlighting key achievements, risks, and improvement areas.
ü Raise awareness among management and staff about ESG & CSR topics through workshops, campaigns, and training.
ü Foster a culture of sustainability, ethics, and responsibility within the organization.
ü Engage internal stakeholders to integrate ESG & CSR considerations into daily operations and strategic initiatives.
Quality, safety, and Environment mission
ü Engage internal stakeholders to integrate ESG & CSR considerations into daily operations and strategic initiatives.
3. REPORTING
ü ESG & CSR Performance Monitoring:
ü Ensure the accuracy, completeness, and consistency of ESG and CSR performance indicators, and oversee timely submission of monthly, quarterly, and annual reports to senior management.
ü ESG & CSR Action Plans:
ü Lead, coordinate, and supervise the implementation of ESG and CSR initiatives across the organization, ensuring progress is tracked and quarterly reporting is completed on schedule.
HR-Linked Planning & Leave Management Support:
ü Support HR in aligning ESG & CSR initiatives with workforce planning, including leave management and employee participation in sustainability programs.
Management & Group Reporting:
ü Prepare and deliver all requested ESG and CSR reports for the Country Managing Director, Regional offices, and Group leadership, ensuring compliance with internal deadlines and reporting standards.
4. STAKEHOLDER ENGAGEMENT
ü Engaging stakeholders on ESG performance.
ü Collaborating with internal teams to meet ESG regulations or certifications.
ü Consulting local communities for social projects, environmental impact assessments, or corporate social responsibility (CSR) programs.
ü Supplier & partner management: Ensuring supply chain sustainability and ethical sourcing.
ü Educating both internal and external stakeholders on ESG initiatives and responsible practices.
QUALIFICATIONS &REQUIRED EXPERIENCES
ü A bachelor’s degree in human resources management, or a related field.
ü A master’s degree or any other continued Human Resource education/certification is a significant plus.
ü Proven 5-8 years’ experience, related field in a Telecommunication Industry.
ü Previous experience with Telcom sector is highly valued.
ü Comfortable learning new technologies and systems. Previous experience with Information System (HRIS).
ü Experience in implementing strategy, meeting objectives, and working within a matrix structure.
ü Excellent skills, team management, active listening, negotiation, and presentation skills.
ü Competence to build and effectively manage interpersonal relationships at all levels of the company.
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