Human Resources Manager
Job Description
The HR Manager is responsible for overseeing all aspects of human resources management within an organization. The HR Manager develops and implements HR strategies that align with the organization&aposs overall objectives, fosters a positive workplace culture, and ensures the organization attracts, retains, and develops top talent.
DUTIES AND RESPONSIBILITIES:
- Strategic HR Leadership:
Develop and align HR strategies with the organization&aposs overall strategic goals and objectives.
Provide strategic direction to HR departments and ensure HR initiatives support the company&aposs mission and vision.- Organizational Development:
Implement programs to foster employee growth, leadership development, and succession planning.
Lead initiatives related to organizational design, change management, and workforce planning.- Employee Relations and Culture:
Foster a positive workplace culture that values diversity, inclusion, and employee well-being.
Oversee employee relations programs, conflict resolution, and grievance handling.- Compensation and Benefits:
Develop and administer competitive compensation and benefits programs.
Ensure total rewards packages are competitive, compliant, and aligned with organizational goals.- Learning and Development:
Establish training and development programs to enhance employee skills and knowledge.
Promote a culture of continuous learning and professional development.- Compliance and Legal:
Ensure HR policies, practices, and processes comply with labor laws and regulations.
Manage legal matters related to HR, including contracts, agreements, and disputes.- HR Analytics and Metrics:
Utilize data analytics to assess HR metrics, trends, and workforce insights.
Make data-driven decisions to improve HR processes and enhance organizational performance.- Stakeholder Collaboration:
Collaborate with executive leadership and other departments to drive organizational success.
Act as a strategic advisor to the CEO and board of directors on HR-related matters.- Ethical Leadership:
- Performance Management:
Advise on performance management processes, ensuring fair and effective evaluations.
Assist in setting performance goals aligned with business objectives.
Provide guidance on performance improvement plans and recognition programs.
Monitor the employees performance during the probationary period through their reporting authority. Take necessary actions towards employees under poor performance.
Plan periodic performance review sessions for employees followed by the appraisals, rewards and promotions.- Budgets and Financials:
Monitor and control budget of the department/business unit.
Review and continuously update the financial tracking mechanisms and measurements in compliance with standard accounting principles.- People Responsibility:
Define goals for team members and evaluates performance as per the Elite Group performance management process.
Provide feedback and coaching on an ongoing basis.
Identify training and development needs of the Department/Unit to ensure ongoing capability development.
Provide guidance and ensure transparent communication to manage career aspiration.- Self-Management:
Set performance goals at the beginning of the year in discussion with the reporting manager and ensure that the goals are achieved during the course of the year.
Strive to achieve the highest levels of proficiency on all competencies and skills required to perform the role.
Identify the training and development requirements for self to ensure on going capability development.- Health, Safety and Environment:
Ensure compliance to all relevant safety, quality and environmental management policies, procedures and controls to guarantee employee safety, legislative compliance, delivery of high-quality products/service and a responsible environmental attitude.
- Policies and Processes:
Provide inputs and suggestions for the continuous improvement of Department/Unit practices taking into account external and internal/ group level best practices to improve efficiency and effectively manage changes in business environment.
Manage the development, implementation and regular review of the Department/Unit policies, procedures and systems to ensure consistent and systematic application of best practices providing timely and effective support to concerned users.- Identifies training needs for business units and individual executive coaching needs.
- Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development. 9. Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.
- Collaborate with the HR team to accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
- Track company sales targets versus achievements on monthly basis.
- Create clear and summarizing reports to analyze various business scenarios.
- Implement new HR projects as advised by the management.
- Manage document retention and disposal processes in accordance with legal requirements.
- Ensure a strong documentation throughout the employee life cycle in compliance to legality.
- Identify opportunities for process improvement within the documentation function and contribute to enhancing HR operations.