Human Resources Manager

Description:

Responsibilities:
- Organizational Development: They will need to help design and implement programs that foster a productive, professional, and enjoyable work environment. This could include everything from setting up workspace layouts that foster collaboration to developing benefits programs that appeal to our workforce's demographic.
- Employee Development and Training: A major part of the job will be to create programs that help develop our employees' professional skills and behavior. This could include onboarding programs for new hires, ongoing training on skills relevant to our industry, and workshops or seminars on professional behavior in the workplace.
- Performance Management: They should develop a system for tracking and assessing employee performance. This should not just be a way to monitor employee productivity, but also a tool to help employees understand their strengths and areas for improvement.


- Policy Development: The HR Director should create, implement, and enforce policies that encourage professional behavior. They'll need to make sure these policies are communicated clearly and consistently to all employees.
Employee Engagement: They'll need to create programs that keep employees engaged and satisfied with their work. This could include regular team-building activities, opportunities for employees to provide feedback on company policies and practices, and recognition and reward programs for excellent performance.
- Conflict Resolution and Mediation: It's crucial for the HR director to have skills in conflict resolution. They'll need to handle any disputes that arise in a fair and transparent manner, fostering a sense of trust and respect among our team.
- Talent Acquisition: The HR Director will be responsible for developing a robust recruitment strategy to attract, hire and retain the best talents suitable for our company's growth.
- Succession Planning: They should also work on identifying potential leaders within the company and nurturing them for future higher roles.
- Culture Building: They should promote and reinforce a company culture that aligns with our organization's values, mission, and goals.
- Develop a Career Ladder/Lattice: Create a career ladder (vertical growth) or lattice (horizontal growth) to show progression opportunities within the organization. A ladder allows employees to move upward in their career with increasing responsibilities and rewards, while a lattice provides opportunities for lateral movement, which allows employees to gain a wider range of skills and experiences.
HR Analytics: The HR Director should also understand and leverage HR data and analytics to make informed decisions about employee retention, satisfaction, and performance.
Requirements:
- Proven working experience as an HR Manager or other HR Executive
- People-oriented and results-driven
- Demonstrable experience with Human Resources metrics
- Knowledge of HR systems and databases
- Ability to architect strategy along with leadership skills
- Excellent active listening, negotiation, and presentation skills
- Competence to build and effectively manage interpersonal relationships at all levels of the company
- In-depth knowledge of labor law and HR best practices
- BS/MS degree in Human Resources or related field