HR Executive

Recruitment and staffing Talent acquisition: Develop strategies to attract qualified candidates and manage the entire hiring process, from creating job descriptions to onboarding new employees. Candidate screening: Conduct initial interviews, screen resumes, and evaluate candidates to ensure they are a good fit for the company's needs and culture. Hiring and offers: Collaborate with hiring managers to make final decisions and extend job offers. This often involves salary negotiation and coordination of administrative paperwork. Onboarding: Ensure a smooth and welcoming transition for new hires by coordinating orientation and completing necessary documentation.  Compensation and benefits Salary structure: Design and manage competitive salary structures, incentive programs, and bonus plans. Benefits administration: Administer employee benefits, including health insurance, retirement plans, paid time off, and wellness programs. Compliance and analysis: Perform market analysis and regular audits to ensure compensation is fair and equitable while complying with labor laws. They also track metrics to improve compensation strategies.  Employee relations Conflict resolution: Mediate disputes between employees and management, investigate harassment claims, and oversee disciplinary and termination processes fairly and consistently. Communication: Facilitate communication between employees and leadership. They may organize meetings, deliver information, and address employee concerns. Engagement and culture: Promote employee engagement through various initiatives and foster a positive workplace culture that aligns with the organization's values.  Training and development Programs and initiatives: Oversee and coordinate training and development programs to enhance employee skills and performance, which can include both mandatory compliance training and professional development opportunities. Career paths: Provide continuing education and defined avenues for career advancement within the company to boost employee loyalty and job satisfaction. Succession planning: Identify and develop high-potential employees for future leadership roles.  Performance management Performance evaluations: Implement performance appraisal systems and conduct regular performance reviews. This includes setting goals, providing feedback, and documenting improvement plans. Rewards and recognition: Administer reward systems to acknowledge and motivate high-performing employees.  Compliance and administration Policy development: Create, update, and enforce HR policies and procedures, such as employee handbooks and codes of conduct, to ensure legal compliance and ethical standards. Record-keeping: Maintain accurate employee records, including personal information, attendance, and leave. This data also helps in regulatory compliance and internal audits. Regulatory adherence: Ensure the company complies with all applicable labor laws and regulations.  HR roles by seniority The scale and specialization of HR duties change with seniority and company size.  HR Generalist Often a "jack-of-all-trades" in smaller to mid-sized companies. Manages multiple core HR functions, such as recruitment, onboarding, employee relations, and benefits administration. May also provide some strategic support, such as succession planning.  HR Manager Leads the HR department and is responsible for creating and approving HR policies and strategies. Aligns HR initiatives with the company's overall business goals. Oversees more complex issues like talent management and organizational development.  HR Business Partner (HRBP) Works closely with senior leaders as a strategic consultant rather than focusing on daily operations.