Aspire ★ 4.8

As the HR Manager at Aspire, you will play a pivotal role in shaping and scaling our people strategy. This is a hands-on leadership role ideal for someone with a startup mindset who thrives in fast-paced, lean environments. You’ll work closely with the CEO to strengthen performance management, foster a culture of ownership and collaboration, and build the foundations for talent development across the company. You will oversee key HR functions while also driving initiatives that help Aspire grow its people as the business scales.

Duties and Responsibilities

• Performance & Culture Leadership: Own and implement Aspire’s performance framework—including KPIs, review cycles, and feedback mechanisms—ensuring alignment between individual growth and company goals.
• Talent Development: Build practical learning programs such as Individual Development Plans (IDPs), manager enablement sessions, and soft skill workshops to support employee development.
• Engagement & Culture Building: Lead employee engagement initiatives, satisfaction surveys, and team-building activities that reinforce Aspire’s values and collaborative culture.
• Compensation & Benefits: Manage and periodically review Aspire’s compensation and benefits programs—including social insurance, health insurance, and allowances—ensuring competitiveness and compliance with local labor regulations.
• Recruitment & Onboarding: Partner with hiring managers to attract, assess, and onboard talent aligned with both our operational needs and cultural fit.
• People Ops & Compliance: Oversee HR systems and processes, including Base platform usage, contracts, leave tracking, and labor law compliance.
• HR Systems & Reporting: Maintain employee data and generate HR metrics to inform leadership decisions.
• Advisor to CEO: Serve as a thought partner to the CEO on people and organization matters—providing insight on talent planning, structure, and growth.

Qualifications

• Bachelor's degree in Human Resources, Organizational Development, Business Administration, or related field.
• HR certifications are a plus.

Experience

• 5–8 years of progressive HR experience, including at least 2 years in a startup or SME (30–100 employees).
• Proven experience building or improving performance and learning systems.
• Familiarity with HR tech tools (especially Base or similar HRIS).

Knowledge, skills and abilities

• Hands-on operator with the ability to build systems from scratch.
• Strategic thinker who can also execute tactically.
• Strong communication and influence skills across all levels.
• Deep commitment to people growth and company values.