Head Human Resource

Role Overview

The HR Manager is responsible for overseeing all aspects of the human resources function within the organization. This role plays a pivotal role in developing and implementing HR policies, procedures, and programs to support the company's strategic goals and objectives. The HR Manager will work closely with the CHRO (Chief Human Resources Officer) and various department heads to ensure the effective management of human capital and drive organizational excellence through strategic people management..

Key Responsibilities

HR Strategy

1. Collaborate with senior management to develop and implement HR strategies aligned with the organization's goals and business objectives.
2. Continuously evaluate and improve HR policies and practices to enhance organizational effectiveness.

Talent Acquisition

1. Manage the recruitment and selection process, including job postings, interviewing, and selection of candidates.
2. Develop and maintain a network of recruitment sources to ensure a steady pipeline of qualified candidates.
3. Ensure compliance with all legal requirements related to recruitment and hiring.

Employee Relations

1. Handle employee relations issues, including conflict resolution, disciplinary actions, and investigations.
2. Foster a positive workplace culture and maintain employee morale through proactive engagement.

Performance Management

1. Implement and manage the performance appraisal process across the organization.
2. Provide coaching and guidance to managers on performance-related matters and development opportunities.
3. Identify training and development needs and ensure relevant programs are in place.

Compensation and Benefits

1. Administer compensation and benefits programs to ensure competitive and equitable remuneration.
2. Conduct regular salary benchmarking to ensure competitive compensation packages aligned with market standards.
3. Ensure compliance with labour laws and regulations related to compensation.

Training and Development

1. Develop and oversee training and development programs for employees at all levels.
2. Identify skill gaps and recommend appropriate training solutions to enhance workforce capability.

Compliance and HR Administration

1. Maintain and update HR policies and procedures to reflect regulatory changes and organizational needs.
2. Ensure compliance with federal, state, and local employment laws and regulations.
3. Manage HR record-keeping and documentation to maintain organizational records.

Diversity and Inclusion

1. Promote diversity and inclusion initiatives to create an equitable and inclusive workplace.
2. Monitor and report on diversity-related metrics to drive continuous improvement.

HR Metrics and Reporting

1. Collect and analyse HR data to generate reports on key HR metrics.
2. Use data-driven insights to make recommendations for organizational improvements.

Employee Engagement

1. Develop and implement employee engagement programs to enhance organizational culture.
2. Conduct surveys and gather feedback to measure and improve employee satisfaction.

Qualifications & Skills Required

Knowledge Required

1. In-depth knowledge of HR principles, best practices, and employment laws.
2. Strong interpersonal and communication skills, with the ability to interact effectively with employees at all organizational levels and external stakeholders.
3. Demonstrated ability to manage and resolve complex HR issues with objectivity and fairness.
4. Proficiency in HRIS (Human Resources Information Systems) and related HR technologies.
5. Exceptional organizational and leadership skills with the ability to manage multiple priorities.
6. Ability to develop and implement HR programs that align with business strategy and organizational culture.
7. Efficient in using tools such as MS Office & Google Suite (Excel, PowerPoint, Sheets, etc.).

Experience Required

1. Proven experience as an HR Manager or similar senior HR role with a minimum of 7-10 years in HR management.
2. Demonstrated success in managing all aspects of human resources functions including recruitment, employee relations, and compliance.
3. Experience in policy development and implementation in compliance with labour laws and regulations.

Technical Competencies

1. HRIS (Human Resources Information Systems) and HR Management Software
2. Payroll & Compensation Administration Systems
3. MS Office & HR Analytics Tools
4. Labour Law Compliance & Documentation Systems

Additional Job Dimension

1. Associated Risk: Non-compliance with labour laws, employee grievances, recruitment delays, attrition risk
2. Business Accountability: HR function effectiveness and organizational compliance
3. Financial Accountability: Budget management for HR programs and compensation administration
4. Typical Direct Reports: HR Executives, Recruitment Coordinators, HR Administrators
5. Indirect Reports: All employees through manager channels
6. External Relationship: Recruitment agencies, training providers (if any), employee representatives
7. Work Environment: HR-Focused, Compliance-Driven, People-Centric, Strategic