Human Resources Manager (HRM)

The Human Resources (HR) Manager is a strategic partner responsible for overseeing all aspects of human resources functions within the organization. This role involves developing and implementing HR strategies, policies, and procedures to ensure compliance with labor laws, company policies, and industry best practices. The HR Manager plays a critical role in attracting, developing, and retaining top talent, fostering a positive work environment, and contributing to the overall success of the organization
KEY RESPONSIBILITIES
- Strategic HR Planning:
• Develop and execute long-term HR strategies aligned with the company's business objectives.
• Conduct workforce planning and analysis to identify talent needs and develop succession plans.
• Collaborate with leadership to forecast HR requirements and budget accordingly.
• Manage employee performance, conduct performance reviews, and provide coaching and mentoring.
• Develop and implement employee development programs to enhance skills and career growth
- Employee Relations and Engagement:
- Address employee concerns, grievances, and disciplinary matters fairly and consistently, fostering a positive workplace culture.
- Drive initiatives to enhance employee engagement, communication, and conflict resolution.
- Conduct regular surveys and engagement activities to gauge employee satisfaction and implement improvements based on feedback.
- Compensation & Benefit Management:
• Develop, implement, and maintain competitive compensation policies and benefits programs.
• Conduct market analysis and salary benchmarking to ensure the organization remains competitive in attracting and retaining talent.
• Manage and execute the annual salary review process and provide data-driven recommendations to senior management.
• Communicate effectively with employees regarding compensation and benefits, addressing inquiries and providing necessary guidance.
- HR Operations and Compliance:
• Oversee HR operations, including Payroll Processing, time and attendance, Record-Keeping, HRIS systems, Tax and Finalization
• Ensure compliance with federal, state, and local employment laws and regulations.
• Conduct regular audits to identify and mitigate compliance risks.
• Develop and maintain employee handbooks and policies.
- Performance Management and Development:
• Implement and manage a performance appraisal system aimed at driving employee development and high performance.
• Identify training needs and coordinate professional development opportunities in collaboration with departmental leaders.
• Provide coaching and support to managers to ensure effective performance management practices are upheld.
- Data Analysis and Reporting:
• Prepare and deliver regular HR reports and analytics to senior management, providing insights for strategic decision-making.
• Use HR metrics to identify trends, optimize HR processes, and implement data-driven improvements across the organization.
- Learning and Development
• Develop and implement a comprehensive L&D strategy aligned with the organization's business objectives.
• Conduct regular needs assessments to identify training gaps and prioritize learning initiatives.
• Oversee the design and development of engaging and effective training programs, including instructor-led training, e-learning, and blended learning solutions.
• Manage the delivery of training programs, ensuring quality and consistency across all initiatives.
• Track and measure the impact of L&D programs, using key performance indicators (KPIs) and other relevant metrics.
• Lead and mentor a team of L&D professionals, fostering a positive and collaborative work environment.
• Manage the L&D budget, ensuring optimal allocation of resources.
• Oversee relationships with external training providers and vendors.
• Leverage technology to enhance the effectiveness of L&D programs