HR Specialist: Talent Management, Acquisition, and Organizational Deve

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HR Specialist: Talent Management, Acquisition, and Organizational Development (Manufacturing Sector)

Overview

manufacturing environment

Key Responsibilities

I. Talent Acquisition and Workforce Planning

• Full-Cycle Recruitment:

  Manage the end-to-end recruitment process, from initial requisition development through offer negotiation, with a focus on sourcing and securing talent, including Technical (include design), Sales, field service, and managerial

• Strategic Sourcing:

  Develop and deploy innovative sourcing strategies to identify and attract passive candidates within niche industrial markets, utilizing professional networks, specialized job boards, industry events, and strategic academic partnerships.

• Stakeholder Collaboration:

  Partner closely with hiring managers across functional departments (e.g., Engineering, Manufacturing, Service, and Sales) to accurately define talent requirements and translate them into clear, actionable job profiles.

• Candidate Experience:

  Maintain and optimize a consistently positive and professional candidate experience across all touchpoints, from initial screening through the onboarding phase.

• Market Intelligence:

  Conduct and provide analytical insights on industry compensation benchmarks, competitive talent landscapes, and emerging workforce trends.

II. Employee Engagement and HR Program Management

• Initiative Execution:

  Design, champion, and oversee the execution of strategic HR initiatives focused on enhancing employee retention, cultivating a positive and productive workplace culture, and driving overall organizational effectiveness.

• Engagement Activities:

  Lead the planning and execution of comprehensive employee engagement activities, including structured recognition programs, periodic employee opinion surveys, focused feedback sessions, and company events specific to the manufacturing floor.

• Data Analysis and Action Planning:

  Analyze data derived from engagement surveys and collaborate with leadership to formulate and implement measurable, actionable improvement plans.

III. Learning and Development (L&D) and System Administration

• Training Design and Delivery:

  Oversee the development and management of specialized training programs tailored for the staff and workmen emphasizing the development of essential soft skills and supervisory competencies.

• Professional Development Coordination:

  Coordinate and organize professional development training for all levels of the workforce, encompassing junior staff, mid-level managers, and senior leadership.

• LMS Administration:

  Serve as the administrator for the Learning Management System (LMS), including technical content management, monitoring completion rates, and generating required compliance and progress reports.

• Compliance and Audit Readiness:

  Ensure the L&D function and records maintain 100% adherence to all necessary audit requirements, such as ISO/OHSAS standards.

• Needs Assessment:

  Partner with Operations, Sales, and Service managers to conduct precise and systematic training needs assessments throughout the manufacturing facility.

IV. HR Communication and General Support

• Internal Communication:

  Manage all internal HR communications to ensure consistency, clarity, and transparency regarding employer branding, organizational policies, initiatives, and employee programs.

• HR Operations and Reporting:

  Maintain the integrity and accuracy of employee data and provide essential support for routine HR operations and analytical reporting (e.g., turnover metrics, training compliance, and regulatory reporting).

Required Qualifications and Competencies

• Experience:

  A mandatory requirement of five (5) to eight (8) years of progressive Human Resources experience, with specialized, direct experience within the

  manufacturing sector

  .

• Expertise:

  Demonstrated success in leading and implementing impactful HR initiatives and proven, demonstrable experience in organizing, delivering, or managing comprehensive training programs for both white-collar and blue-collar/workmen staff.

• Technical Proficiency:

  Competency in managing an LMS platform and relevant experience with an Applicant Tracking System (ATS). Advanced data analysis skills utilizing MS Excel are essential.

• Professional Attributes:

  Exceptional presentation and verbal/written communication skills, high influencing capacity with diverse stakeholders, and a deep, practical understanding of operational challenges inherent to the manufacturing environment.

Technical Skills

HR Data Analytics, Recruitment Technology (ATS), Training/Development/LMS Administration, Compliance and Audit Readiness (ISO/OHSAS), Microsoft Office Suite, and familiarity with AI-driven tools.

Core Competencies

Stakeholder Influence and Management, Professional Communication, Adaptability, and Emotional Intelligence.