HR Manager

Mô tả Công việc
DUTIES AND RESPONSIBILITIES
The Human Resources Manager (HRM) is responsible for overseeing all aspects of human resource management, including recruitment, training, performance evaluation, employee relations, and compliance. This role requires a strategic thinker who can align HR initiatives with the organization's objectives and drive continuous improvement through the implementation of scorecards and competency frameworks.
Develop and implement HR strategies aligned with the organization's goals and objectives.
Conduct workforce analysis to anticipate future staffing needs and skill requirements.
Collaborate with senior management to ensure HR initiatives support overall business strategy.
Manage the full recruitment cycle, including job posting, candidate sourcing, interviewing, and selection.
Develop and maintain effective recruitment processes to attract top talent.
Ensure compliance with employment laws and regulations during the recruitment process.
Identify training needs and develop comprehensive training programs to enhance employee skills and performance.
Facilitate employee development through coaching, mentoring, and career planning initiatives.
Monitor and evaluate training programs to measure effectiveness and make improvements as needed.
Implement performance management systems to set clear goals, provide feedback, and evaluate employee performance.
Conduct performance reviews and provide guidance to managers on performance improvement strategies.
Identify high-potential employees and develop succession plans to support career growth within the organization.
Serve as a mediator in employee disputes and conflicts, promoting a positive work environment and resolving issues effectively.
Develop and implement policies and procedures to ensure fair and equitable treatment of all employees.
Stay updated on employment laws and regulations to ensure compliance and mitigate legal risks.
Design and implement HR scorecards to measure key performance indicators (KPIs) and track HR departmental goals.
Analyze HR metrics to identify trends, gaps, and areas for improvement.
Report HR performance to senior management and recommend strategies for optimization.
Develop competency frameworks tailored to the organization's specific needs and goals.
Define core competencies required for each job role and department.
Integrate competency frameworks into HR processes such as recruitment, performance management, and training.