Senior Manager/Manager of HR

Job Scope 1. Strategic Human Resource Management • Develop and implement HR strategies that align with organizational goals and objectives. • Collaborate with leadership to forecast workforce needs and design long-term talent acquisition plans. • Analyze HR metrics and data to inform decision-making and enhance workforce productivity. 2. Recruitment and Talent Acquisition • Oversee the recruitment process, from job postings to onboarding. • Ensure alignment of hiring practices with company culture and strategic goals. • Develop employer branding initiatives to attract top talent. 3. Training and Development • Design and implement training programs to enhance employee skills and professional growth. • Evaluate training effectiveness and adapt programs as needed. • Identify leadership development opportunities and establish succession planning strategies. 4. Employee Relations and Engagement • Foster a positive workplace culture through engagement initiatives and communication programs. • Act as a mediator in resolving employee conflicts, ensuring fair treatment and compliance with labor laws. • Conduct regular employee satisfaction surveys and implement improvement plans based on feedback. 5. Compensation and Benefits Management • Design competitive compensation structures and benefit programs. • Ensure compliance with regulatory requirements and industry standards in compensation policies. • Regularly review and update benefits offerings to attract and retain talent. 6. HR Policies and Compliance • Develop and enforce HR policies that adhere to labor laws and organizational standards. • Monitor changes in employment legislation and update practices accordingly. • Conduct audits to ensure compliance with regulatory and organizational requirements. 7. Performance Management • Oversee the implementation of performance appraisal systems. • Provide guidance to managers on setting objectives, delivering feedback, and managing performance improvement plans. • Align individual and team performance goals with organizational objectives. 8. Workforce Planning and Organizational Development • Conduct workforce analysis to identify gaps and recommend changes in structure or processes. • Lead organizational change initiatives, including restructuring or mergers. • Develop strategies to improve workforce diversity and inclusion. 9. Leadership and Team Management • Lead and mentor the HR team, fostering professional growth and high performance. • Set department objectives, monitor progress, and ensure alignment with organizational goals. • Collaborate with cross-functional teams to address HR-related challenges. 10. Technology and HR Systems • Implement and manage HRIS (Human Resource Information Systems) to streamline processes. • Leverage data analytics tools to monitor trends and make data-driven HR decisions. • Stay updated on emerging HR technologies to improve efficiency and employee experience. ________________________________________ Job Requirements • A bachelor’s degree in Human Resources, Business Administration, or a related field. • Minimum 5 years of progressive HR experience, with at least 2 years in a managerial role. • In-depth knowledge of labor laws, HR best practices, and industry trends. • Strong leadership and interpersonal skills. • Experience with HRIS systems and data analytics. • Proven ability to manage multiple priorities and projects effectively. • Excellent problem-solving, decision-making, and communication skills.