Key Responsibilities:
1. Leadership and Team Management:
• Lead, mentor, and manage a team of HR generalists and recruiters.
manage a team of HR generalists and recruiters.
• Set performance goals and objectives for the team, providing regular feedback
and conducting performance reviews.
• Foster a positive and collaborative team environment, promoting professional
development and growth.
2. Recruitment and Talent Acquisition:
• Develop and implement eective recruitment strategies to attract top talent.
• Oversee the end-to-end recruitment process, including job postings, candidate
sourcing, interviewing, and selection.
• Collaborate with hiring managers to understand stang needs and ensure
timely fulfilment of open positions.
• Utilize various recruitment channels, including online platforms, social media,
job fairs, and networking events.
• Onboard new recruitment vendors, ensuring they meet organizational
standards and requirements.
• Manage relationships with recruitment vendors and negotiate contracts and
terms.
• Oversee the renewal and management of job board subscriptions and other
recruitment tools.
3. HR Generalist Activities:
• Enhances the organization’s human resources by planning, implementing, and
evaluating employee relations and human resources policies, programs, and
practices.
• Provide a dedicated and eective HR advisory service to employees that
covers absence and health issues, conduct and capability, grievances,
organizational change, and all other employee-relations matters
• Be the primary backup for payroll processing, including monthly updates to
employee files, bonus/incentive pay, vacation/sick pay, expense
reimbursements, hourly-employee validations, and benefits changes
• Assist in the communication, interpretation, and upkeep of employee
handbook, employee directory, and organizational chart, and contribute to
policy development.
• Maintains knowledge of trends, best practices, regulatory changes, and new
technologies in human resources, talent management, and employment law.
• Attends and participates in employee disciplinary meetings, terminations, and
investigations.
• Develop and implement employee engagement programs, such as recognition
and reward programs, surveys, Birthday & Anniversary celebration and training
sessions
• Manage employee relations, including addressing employee concerns,
facilitating conflict resolution, and coaching managers on HR-related issues.
4. Strategic HR Planning:
• Partner with senior management to develop and implement HR strategies that
align with business goals.
• Conduct workforce planning and succession planning to ensure the
• organization’s future talent needs are met.
• Analyze HR metrics and data to identify trends and areas for improvement,
making data-driven decisions.
5. Learning and Development:
• Identify training needs and coordinate the design and delivery of training
programs for employees at all levels.
• Promote a culture of continuous learning and professional development.
• Employee Development Plan – Work with every employee to create a
training/development plan based on their role and competence matrix. Based
on the development plan – execute the plan.
Qualifications:
• Bachelor’s degree in Human Resources, Business Administration, or a related
field; Master’s degree preferred.
• Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly
desirable.
• Excellent communication, interpersonal, and problem-solving skills.
• Strong analytical and problem-solving skills.
• Strong leadership and team management skills, with a track record of building
and leading high-performing teams.
• In-depth knowledge of HR best practices, labor laws, and regulations.
• Ability to act with integrity, professionalism, and confidentiality.
• Proficiency with or the ability to quickly learn the organizations HRIS and talent
management systems.
• Ability to work in a fast-paced environment and manage multiple priorities
effectively.
