Reliance Trade International

Trading - Export / Import / Merchandising

Senior Manager – Human Resources

Views: 55|Published on: Jul 15, 2026|

Human Resource /Org. Development

Senior Level

Full Time

Vacancy: 1

Kathmandu|

Experience: More than 8 years|

Not Disclosed

Job Description

Roles and responsibilities of this job

This is a hands-on, group-level HR leadership role for someone who can build and run the complete people function across three distinct businesses each with its own rhythm, workforce profile, and challenges. The group is at a stage where HR must move from informal, owner-driven people management to a structured, professional function: consistent policies, fair systems, reliable payroll and compliance, and a culture that helps each business perform.

The Senior HR Manager will be the group's single point of accountability for everything people-related — from hiring a sales executive for the automobile business, to managing performance in the trading unit, to ensuring the plant back office stays compliant and supported. With teams this size, the role demands a leader who is equally comfortable designing policy and personally executing it.

Reports to: Managing Director / Group Leadership

Scope: Group-wide HR responsibility for approximately 45 employees across three entities:

Automobile distribution business (~10 employees) sales, marketing, accounts, customer service, after sales and support roles in a new and growing venture
Battery & lubricants trading business (~25 employees) sales, marketing, dispatch, accounts, and administration; the group's most established unit
LPG bottling plant – back office (~5–6 employees) sales & marketing, accounts, administration, and coordination staff supporting plant operations

Key Responsibilities

1. HR Strategy & Group-Wide Systems

Build a unified HR framework for the group one set of core policies, grading structures, and processes while allowing sensible flexibility for each entity's needs.
Prepare and maintain the group's HR manual: employment terms, leave, attendance, code of conduct, disciplinary procedures, and grievance handling, aligned with Nepali law.
Advise the MD and business heads on organization structure, manpower planning, and people-related decisions across all three entities.

2. Recruitment & Talent Acquisition

Own end-to-end recruitment for all three businesses: manpower planning with department heads, drafting JDs, sourcing (portals, referrals, headhunters), interviewing, salary negotiation, and onboarding.
Give particular focus to the growing automobile venture, where new sales, marketing, and service roles will be added building talent pipelines ahead of need.
Maintain a structured onboarding program so new hires in any entity become productive quickly.

3. Payroll, Compensation & Benefits

Oversee accurate and timely monthly payroll for all ~45 employees across the three entities, coordinating with accounts.
Administer statutory contributions and benefits: Social Security Fund (SSF), provident fund/CIT, gratuity, insurance, festival allowance (Dashain bonus), and leave encashment as applicable.
Maintain internal pay equity across entities and benchmark salaries against the Nepali market to keep the group competitive without overpaying.

4. Performance Management

Design and run a simple, credible performance management cycle goal setting, mid-year check-ins, and annual appraisals appropriate for a group of this size (practical, not bureaucratic).
Support business heads in linking performance outcomes to increments, incentives, and promotions.
Address underperformance early and fairly, with proper documentation.

5. Labor Law Compliance & Employee Relations

Ensure full compliance with the Nepal Labor Act, Labor Rules, and Social Security Act across all three entities: employment contracts, working hours, overtime, leave entitlements, terminations, and labor audits.
Maintain complete, audit-ready personnel records and statutory registers for each entity.
Handle employee grievances, disciplinary cases, and separations professionally and lawfully protecting both employees and the company.
For the LPG plant back office, coordinate with plant management on any labor, safety-related administrative, or regulatory documentation requirements.

6. Training & Development

Identify skill gaps across the group and organize practical training product knowledge and selling skills for the automobile and trading teams, systems and compliance training for back-office staff.
Coordinate principal/OEM-provided training programs for the automobile business.
Build basic succession depth in each entity so no business depends on a single person.

7. HR Administration & Culture

Manage attendance and leave systems (introducing simple HR software/HRIS if not already in place), letters, contracts, and personnel files.
Drive employee engagement appropriate to each entity recognition, festivals and events, open communication and act as a trusted, approachable bridge between staff and management.
Report monthly to the MD on headcount, attrition, hiring status, payroll cost, and key people issues across the group.

Job Specification

Required qualifications for this job

Required Education Level:Graduate (Masters)

Required Experience:More than 8 years

Other Specification

What Makes This Role Distinct

Three businesses, one HR leader. The automobile venture needs growth hiring and energy; the trading business needs structure, retention, and performance discipline; the plant back office needs compliance and steady support. The role requires switching between these modes daily.
Builder, not caretaker. Much of the HR infrastructure — policies, systems, appraisal cycles — will be built or upgraded by this person, with strong backing from group leadership.
Hands-on seniority. There is no large HR team beneath this role; the person must be senior enough to advise the MD and grounded enough to run payroll checks and sit in interviews personally.

Candidate Profile

Experience: 8–12 years in HR, with at least 3–4 years in an HR Manager or equivalent role, ideally handling multi-entity, multi-location, or group-company HR in Nepal. Exposure to trading, automobile, distribution, or industrial businesses is a strong advantage.
Education: Bachelor's degree required; Master's in HR/Management (MBA/MBS with HR specialization) preferred.
Technical knowledge: Strong working command of the Nepal Labor Act, Social Security Fund procedures, payroll administration, and labor audit requirements.
Skills: Recruitment across levels, policy drafting, performance systems, conflict resolution, and comfort with HR software and Excel-based reporting.
Language: Fluent Nepali and English, written and spoken.
Attributes: High integrity and discretion (the role sees salaries and sensitive matters across three companies), approachability, practical judgment, and the maturity to hold the line on policy while staying humane in application.

Compensation

Competitive package commensurate with experience, plus communication and travel benefits as per company policy. This role offers rare breadth for an HR professional in Nepal — group-level ownership across three industries at a stage where the function is being built.

Skills Required

Required skills for this job

Recruitment

HR Database Management

HR Analytics

HR MIS

HRIS

Salary

Offered financial and non-financial compensation for this job

Offered Salary:Not Disclosed

Applying Procedure

Click on Login to Apply to get the email address / external link to apply.

Note: You need to be a registered jobseeker to view the applying email address / external link.

Apply Before: Jul 30, 2026

About the organization

Reliance Trade International

Trading - Export / Import / Merchandising

4th Floor, BNJ Tower, Tripureshwor, Kathmandu

Reliance Trade International Pvt. Ltd. is one of Nepal's leading group company having ventured into different areas of business by foraying into Trading, Manufacturing and Technology Services. We are actively involved in marketing and distributing Lubricants & Bitumen under our trading arm, currently serving as a sole distributor for Mobil and IPOL Lubricants. Our success is driven by our people and their commitment to get results the right way by operating responsibly, executing with excellence, applying innovative technologies and capturing new opportunities for profitable growth.

Why Create a Profile?

Get Personalized Job Recommendations
Apply Faster with Saved Details
Showcase Your Skills to Top Employers

Stand out and boost your chances of getting hired!

Similar JobsPowered by Merojob AI

Reliance Trade International

Senior Manager – Human Resources

Views: 55|Published on: Jul 15, 2026|

About the organization

Reliance Trade International

Why Create a Profile?

Similar JobsPowered by Merojob AI

Assistant Sales Manager

HR & Administration Executive

HR Manager

Senior Sales Officer

FOR JOBSEEKER

FOR EMPLOYER

ABOUT US

CONTACT US

Reliance Trade International

Senior Manager – Human Resources

Views: 55|Published on: Jul 15, 2026|

About the organization

Reliance Trade International

Reliance Trade International

Senior Manager – Human Resources

Views: 55|Published on: Jul 15, 2026|Save Job

About the organization

Reliance Trade International

Why Create a Profile?

Similar JobsPowered by Merojob AI

Assistant Sales Manager

HR & Administration Executive

Admin and Workforce Operations...

HR Manager

Senior Sales Officer

FOR JOBSEEKER

FOR EMPLOYER

ABOUT US

CONTACT US

Reliance Trade International

Senior Manager – Human Resources

Views: 55|Published on: Jul 15, 2026|Save Job

About the organization

Reliance Trade International

Views: 55|Published on: Jul 15, 2026|

Views: 55|Published on: Jul 15, 2026|