HR Manager (Strong In IT Recruitment)

Job Summary
The HR Manager cum Recruitment Specialist will manage HR operations and recruitment processes for the company, specializing in software development outsourcing. The role requires a strong understanding of the IT and software industry to attract top talent and manage HR functions. This position is crucial in ensuring the smooth functioning of HR operations, employee satisfaction, and organizational growth while focusing on hiring skilled software developers, project managers, and other tech professionals.
Key Responsibility
I - Human Resource Management
1) HR Strategy & Planning
Develop and execute HR strategies aligned with the business goals of a software outsourcing company.
Provide strategic direction on workforce planning, resource management, and employee retention to support project-based demands.
2) Policy Development & Compliance:
Create and maintain HR policies and ensure they comply with local labor laws and industry standards.
Ensure all employee records, benefits, and compensation programs are properly maintained and in compliance with the law.
3) Employee Relations:
Serve as a liaison between employees and management to resolve conflicts and manage employee concerns.
Create programs that foster a collaborative, high-performing culture with a focus on work-life balance, particularly for remote employees.
4) Training & Development:
Identify skills gaps and oversee the design of technical and soft skills training programs.
Implement career development paths for technical staff and managers.
Ensure the development of internal talent to meet the specific needs of software projects
5) Performance Management:
Implement performance review processes that measure employee progress and project success.
Guide team leads in conducting effective evaluations and providing feedback to improve employee performance and productivity.
6) Employee Engagement & Retention:
Develop initiatives that maintain a high level of engagement among technical teams, including remote and on-site staff.
Develop and manage retention programs to reduce turnover, especially for high-demand tech roles like software engineers and IT project managers.
II - Recruitment & Talent Acquisition
1) IT Talent Sourcing
Build and execute a recruitment strategy that targets high-quality candidates for technical positions such as software developers, QA engineers, system architects, DevOps engineers, and project managers.
Leverage various sourcing channels (LinkedIn, GitHub, job boards, coding communities) and recruitment platforms specific to the tech industry.
2) Candidate Screening & Selection:
Review applications and conduct interviews to assess technical skills, cultural fit, and problem-solving abilities.
Collaborate with technical leads and managers for deeper technical evaluations and final interviews.
3) Hiring for Global and Remote Teams:
Manage the recruitment of remote talent, ensuring they fit into the company's software development workflow and project timelines.
Understand the unique challenges of hiring across different geographies and time zones.
4) Employer Branding:
Develop and promote the company's employer brand within the tech industry, including organizing and participating in tech meetups, hackathons, and job fairs.
Create online recruitment campaigns that reflect the company's culture and values, targeting software developers and IT professionals.
5) Onboarding:
Manage a structured onboarding process for new hires, ensuring they quickly integrate into the company's technical teams and project management systems.
Introduce them to the company's agile methodologies, coding standards, and project management tools (e.g., JIRA, Git)