Senior HR Manager

1. Strategic HR Leadership & Compliance: Develop and implement HR strategies, policies, and procedures that support the company's long-term goals and foster a positive, productive work environment. Ensure absolute compliance with all local, state, and federal labor laws and regulations across all HR disciplines (TA, PMS, L&D, Payroll, etc.). Manage and mentor the HR team, setting departmental objectives and tracking key HR metrics (e.g., turnover rate, cost-per-hire, training ROI, etc.). Serve as a key advisor to senior leadership on organizational design, change management, and workforce planning. 2. Talent Acquisition (TA): Lead the entire end-to-end recruitment life cycle, focusing on sourcing and attracting top-tier talent for all levels. Develop and maintain a strong employer brand and candidate experience strategy. Oversee the effective use of the Applicant Tracking System (ATS) and other recruitment technologies. Implement strategic workforce planning and succession planning initiatives to build a sustainable talent pipeline. 3. Performance Management System (PMS): Design, implement, and manage the company's Performance Management System (PMS) to drive a culture of high performance and accountability. Oversee the entire performance appraisal cycle, including goal setting (e.g., OKRs/KPIs), mid-year reviews, and annual evaluations. Provide guidance and training to managers on effective coaching, feedback, and managing Performance Improvement Plans (PIPs). Ensure clear linkage between performance, compensation, and career progression. 4. Learning & Development (L&D): Conduct thorough Training Needs Analysis (TNA) across the organization to identify skill gaps and development priorities. Design, develop, and implement comprehensive L&D programs, including leadership development, technical skills training, and mandatory compliance training. Manage the L&D budget and evaluate the effectiveness and return on investment (ROI) of all training programs. Champion continuous learning by promoting mentorship programs, internal knowledge sharing, and e-learning platforms. 5. Payroll & Compensation: Oversee the monthly payroll process, ensuring accuracy, timeliness, and strict compliance with all statutory deductions, tax regulations, and internal policies. Manage the relationship with outsourced payroll vendors (if applicable) and ensure seamless HRIS/Payroll system functionality. Develop and manage the company's compensation and benefits structure, conducting regular benchmarking and salary reviews to maintain market competitiveness. Handle complex compensation issues, tax filings, and year-end reporting.