Corporate Human Resource Manager

Key Responsibilities:

1. Training & Development (T&D):

• Training Strategy:

  Design and implement a comprehensive training strategy to enhance employees' skills, knowledge, and overall performance.

• Learning Programs:

  Develop and manage learning programs that address both short-term needs and long-term career development of employees.

• Budget Management:

  Oversee training budgets and resource allocation, ensuring maximum return on investment for learning programs.

• Employee Development:

  Promote continuous learning and provide employees with opportunities to develop their capabilities through workshops, seminars, and e-learning initiatives.

• Performance Metrics:

  Establish key performance indicators (KPIs) for training and development and track progress against goals.

2. Policy Making:

• Policy Development:

  Create and review HR policies related to employee welfare, training, performance, and organizational standards, ensuring compliance with relevant laws and regulations.

• Policy Implementation:

  Ensure that policies are communicated effectively to all employees and are consistently enforced across the organization.

• Change Management:

  Revise and update policies as necessary, considering changing legislation and business needs.

• Employee Relations:

  Maintain open communication with employees to ensure policy implementation is effective and to address concerns.

3. Talent Management:

• Talent Strategy:

  Develop and implement a talent management strategy to attract, retain, and grow key talent within the organization.

• Succession Planning:

  Identify and create a clear pipeline for leadership roles, working to ensure the organizations long-term talent needs are met.

• Employee Engagement:

  Design and execute initiatives to improve employee engagement, motivation, and retention.

• Performance Management:

  Lead the performance management process, including appraisals, feedback, coaching, and development plans for high-performing employees.

• Career Development:

  Promote career growth within the organization, supporting the development of career paths for employees.

4. Talent Acquisition:

• Recruitment Strategy:

  Develop and execute recruitment strategies to attract top talent in line with organizational goals.
• Work with department heads to create accurate and compelling job descriptions and recruitment advertisements.

• Interviewing & Selection:

  Oversee the interview and selection process, ensuring a positive candidate experience and aligning talent with business needs.

• Onboarding:

  Lead and enhance the employee onboarding process to ensure a smooth transition for new hires into the company.

• Employer Branding:

  Strengthen the employer brand to ensure the organization is recognized as a top employer in the industry.