Overseas HR Manager

Job Title: Overseas HR ManagerLocation: Changsha HQ with frequent travel / rotation to overseas operationsDepartment: Human ResourcesReports to: Director of Human Resources and Admin (HQ)Position SummaryWillfar Information is seeking an Oversea HR Manager to own and direct all HR matters across the company’s international operations, including factories in Indonesia and Saudi Arabia as well as overseas sales subsidiaries.All in-country HR staff (currently 6) will report dotted-line to this role for professional standards, compliance, and strategic initiatives. The successful candidate will build—or rebuild—HR infrastructure from 0 to 1 in a manufacturing context while guaranteeing full alignment with corporate governance and local labour codes.Prior experience of standing up green-field HR functions in Indonesian, Saudi or South African manufacturing sites is strongly preferred.Key Responsibilities 1.Manufacturing HR Build-out (0-1)Design and implement the complete HR service model for new or expanding plants (headcount 200–500).Define shift patterns, pay structures, canteen / bus logistics and safety-training academies in partnership with Operations. 2.Compliance & Risk ManagementEnsure 100 % adherence to Indonesian UU Ketenagakerjaan, Saudi Labour Law, Nitaqat, GOSI, SDDI, South African LRA/BCEA and EE requirements.Lead HR audits (internal, Big-4, client) and close non-conformities within agreed timelines.Maintain corporate ISO-45001 and ISO-14001 HR-related documentation. 3.Localisation & Policy GovernanceTranslate Willfar policies into country-specific employee handbooks, SOPs and employment contracts.Own the approval workflow for new or amended policies; file statutory updates with local ministries within statutory windows. 4.Talent Acquisition & On-boardingForecast manpower for SMT lines, final assembly, QA and field-service teams; deliver hiring plans 6 months ahead of production ramp.Build employer-branding channels (job portals, university career centres, professional associations, Muslim / Indonesian diaspora networks).Manage local manpower agencies; negotiate SLAs and fee structures. 5.Compensation, Benefits & PayrollBenchmark total-reward packages against manufacturing peers; secure competitiveness within assigned budget.Design tax-equalisation and hardship-allowance matrices for Chinese expats; administer medical, evacuation and KSA iqama / Indonesia KITAS processes.Oversee monthly payroll runs and statutory filings (BPJS-TK, GOSI, UIF, PAYE, etc.). 6.Employee Relations & PerformanceCoach line managers on goal-setting, feedback and annual appraisal cycles.Handle grievance, disciplinary and redundancy cases in accordance with due-process requirements; represent the company at CCMA / Department of Labour or Indonesian Dinas Tenaga Kerja hearings when necessary.Champion diversity, inclusion and ethical standards aligned with Willfar’s code of conduct. 7.Capability BuildingConduct TNA and deliver training on lean manufacturing, safety, anti-bribery, cross-cultural communication and HR systems (Workday).Create succession pipelines for critical roles (plant managers, technical leads). 8.HR Metrics & ReportingTrack headcount, turnover, absenteeism, training hours, cost-per-hire and Saudization / EE targets; provide monthly dashboard to HQ.Analyse data to predict attrition hotspots and recommend retention actions.Qualifications 1.Bachelor’s degree in Human Resources, Business, Psychology or Law; CIPD / SHRM / SPHR or local HR licence (Indonesia Sertifikasi SDM, Saudi HRDF, SABPP) preferred. 2.5+ years of progressive HR generalist experience, including at least 2 years in-country managing manufacturing Indonesian, Saudi OR South African payrolls, visas and labour regulations. 3.Demonstrated success in building or restructuring HR functions from 0 to 1 in a green-field or brown-field manufacturing environment (electronics, EMS, automotive, energy). 4.Fluency in English (written & spoken); conversational Mandarin or Bahasa / Arabic / Afrikaans is a strong plus. 5.Proficient in MS Office, Workday or similar HCM; experience with Saudization Qiwa, Indonesia BPJS-TK and South African EasyPay systems advantageous. 6.Willingness to travel / rotate 30–50 % of the year to construction sites, factories or customer locations (sometimes remote).