Human Resources Manager

Overview

1.Strategic HR Leadership

• Develop and align HR strategies with the organization's overall strategic goals and objectives.
• Provide strategic direction to HR departments and ensure HR initiatives support the company's mission and vision.

2.Organizational Development

• Implement programs to foster employee growth, leadership development, and succession planning.
• Lead initiatives related to organizational design, change management, and workforce planning.

3.Employee Relations and Culture

• Foster a positive workplace culture that values diversity, inclusion, and employee well-being.
• Oversee employee relations programs, conflict resolution, and grievance handling.
• 4.

Compensation

• and Benefits:
• Develop and administer competitive compensation and benefits programs.
• Ensure total rewards packages are competitive, compliant, and aligned with organizational goals.
• 5.Learning and Development:
• Establish training and development programs to enhance employee skills and knowledge.
• Promote a culture of continuous learning and professional development.
• 6.Compliance and Legal:
• Ensure HR policies, practices, and processes comply with labor laws and regulations.
• Manage legal matters related to HR, including contracts, agreements, and disputes.

7.HR Analytics and Metrics

• Utilize data analytics to assess HR metrics, trends, and workforce insights.
• Make data-driven decisions to improve HR processes and enhance organizational performance.

8.Stakeholder Collaboration

• Collaborate with executive leadership and other departments to drive organizational success.
• Act as a strategic advisor to the CEO and board of directors on HR-related matters.

9.Ethical Leadership

• Uphold ethical standards and promote a culture of integrity and professionalism within the HR department and across the organization.

10.Performance Management

• Advise on performance management processes, ensuring fair and effective evaluations.
• Assist in setting performance goals aligned with business objectives.
• Provide guidance on performance improvement plans and recognition programs.
• Monitor the employee’s performance during the probationary period through their reporting authority. Take necessary actions towards employees under poor performance.
• Plan periodic performance review sessions for employees followed by the appraisals, rewards and promotions.
• 11.Budgets and Financials:
• Monitor and control budget of the department/business unit.
• Review and continuously update the financial tracking mechanisms and measurements in compliance with standard accounting principles.

12.People Responsibility

• Define goals for team members and evaluates performance as per the Elite Group performance management process.
• Provide feedback and coaching on an ongoing basis.
• Identify training and development needs of the Department/Unit to ensure ongoing capability development.
• Provide guidance and ensure transparent communication to manage career aspiration.

13.Self-Management

• Set performance goals at the beginning of the year in discussion with the reporting manager and ensure that the goals are achieved during the course of the year.
• Strive to achieve the highest levels of proficiency on all competencies and skills required to perform the role.
• Identify the training and development requirements for self to ensure on going capability development.

14.Health, Safety and Environment

• Ensure compliance to all relevant safety, quality and environmental management policies, procedures and controls to guarantee employee safety, legislative compliance, delivery of high-quality products/service and a responsible environmental attitude.
• 15.Policies and Processes:
• Provide inputs and suggestions for the continuous improvement of Department/Unit practices taking into account external and internal/ group level best practices to improve efficiency and effectively manage changes in business environment.
• Manage the development, implementation and regular review of the Department/Unit policies, procedures and systems to ensure consistent and systematic application of best practices providing timely and effective support to concerned users.
• 16.Identifies training needs for business units and individual executive coaching needs.
• 17.Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development. 9.
• Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.
• 18.Collaborate with the HR team to accelerate a culture of excellence in which people feel engaged and inspired to deliver top business results.
• 19.Track company sales targets versus achievements on monthly basis.
• 20.Create clear and summarizing reports to analyze various business scenarios.
• 21.Implement new HR projects as advised by the management.
• 22.Manage document retention and disposal processes in accordance with legal requirements.
• 23.Ensure a strong documentation throughout the employee life cycle in compliance to legality.
• 24.Identify opportunities for process improvement within the documentation function and contribute to enhancing HR operations.