HR Manager

Job Description

Internal and External Communication: Serve as the primary point of contact for employees, management, vendors, partners, and customers on HR matters. Ensure effective communication channels are maintained across all levels of the organization. Represent the company with professionalism and courtesy in all interactions, ensuring a positive reputation is upheld. Culture-First Approach: Ensuring that all HR activities and strategies are designed with the organizations values at the forefront. Develop an inclusive, diverse, and positive workplace that promotes employee well-being and engagement. Talent Acquisition: Manage the end-to-end recruitment process, from posting job ads and screening candidates to conducting interviews and onboarding. Develop and implement recruitment strategies to attract and retain top talent who align with the company culture and values. Employee Engagement: Develop and implement initiatives to improve employee engagement, boost morale, and promote company values. Organize team-building activities, recognition programs, and events to create a positive and dynamic work environment. Performance Management: Lead the performance review process, including goal setting, regular feedback, and annual reviews. Provide coaching and development to managers and employees to drive continuous improvement in individual and team performance. Learning & Development: Assess training needs and design professional development programs that align with the companys objectives. Create opportunities for employees to grow and enhance their skills, supporting career progression within the organization. Reputation and Relationship Management: Play a key role in managing the organizations reputation by ensuring that HR practices reflect the companys commitment to fairness, diversity, and professionalism. Build strong relationships with internal and external stakeholders, acting as a bridge between employees and management. HR Policies & Compliance: Develop, implement, and maintain HR policies and procedures that are aligned with legal standards and best practices. Ensure compliance with labor laws and other regulatory requirements, keeping policies updated as needed. Compensation & Benefits: Oversee payroll administration and benefits management, ensuring accuracy and efficiency. Continuously review and optimize compensation and benefits programs to maintain competitive offerings that attract and retain employees. HR Analytics: Track, analyze, and report on HR metrics (e.g., turnover rates, employee satisfaction, recruitment KPIs) to support data-driven decision-making. Use insights to identify areas for improvement in HR processes and employee engagement.