HR Manager

PositionSummary:

TheHRManagerwillberesponsibletoleadingmanagingandexecutingtheHRfunctionandeffectivelydevelopandevaluatehumanresource-relatedinitiativesthatsupportorganizationalstrategicgoals;.

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• Developimplementandmanageeffectiveorientationandonboardingprocessestohelpnewhiresbesetupforsuccessincludingimplementationofeffective100-dayplans.
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• IdentifyrecommendandimplementprocessimprovementopportunitiestomakeHRprocessandtalentacquisitionmoreefficient.
• CoordinatewithLeadershipTeamthedevelopmentandmanagementofeffectivetalentassessmentandretentionprogramforhighperformersincludingcareerpathdiscussionbenefitsandcompensationcoachingforperformanceamongothers.
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• Developandmanagereffectivecompensationprogramtosupportemployeeengagementandretention.

2.DevelopandimplementeffectiveHRinfrastructuretosupportcompanygoalsandstrategicobjectivesincludingeffectivedevelopmentandimprovementoftraininganddevelopmentfortechnicalandleadershipskillsandcompanyculture.

• Developimplementandmanageperformancemanagementprocessandtalentassessmentforalllevelsandgradesintheorganization.
• Identifydevelopandbuildtrainingprogramsandcontentoncriticalonensureeffectiveuseofcompanycriticaltechnicalskills.
• Ensureeffectiveexecutionofcoachingandtrainingprogramstoenableleaderstoimprovecommunicationandengagementacrosstheorganizationincludingcorevaluesandculturetrainingprogramsatalllevels.
• Executethedevelopmentandimplementationoforganizationaldevelopmentandwellnessandprograms.
• DevelopdocumentandeffectivelymanageJobDescriptions/.
• Developdocumentandmanageprogramforbackupandsuccessionplanningforcriticalrolesacrosstheorganization.
• Makeinformedbusinessdecisionsbasedondataandstatistics.
• Utilizetechnologytoenhanceandmeasuretheresultsofhumanresourcesprograms.
• LeaddriveandexecuteemployeeengagementsurveysincludingENPSandrecognitioncampaignstosupportthedevelopmentofacultureofexcellencebasedonvaluesandresults.

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• Effectivelystructureandadministerpayrollandbenefitsprograms.
• PlanandoverseetheHRdepartmentbudget.
• Executethedevelopmentimplementationandmanagementofpoliciesandguidelinesdatabasemanagementproceduresequalopportunityemploymentprogramsandemployeerecordsanddocumentationpolicies.
• Createandimplementemployeerelationspoliciesandsurveystohelpincreaseemployeesjobsatisfactionandengagement.
• ManageapproveandschedulePTO(PersonalTimeOff)andSL(SickLeave).
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• LeadallotherHRdepartmentpersonnel.
• PrepareanddistributevariousreportsonHRmetrics.
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• Confirmandabidebyallinternalprocedurespoliciesandregulatoryguidance;Expectedtotakealeadershiproleindevelopingaculturethatenablesemployeestoperforminaccordancewiththefirmsvaluesandobjectives.
• Effectivelyplandesigndevelopandhumanresource-relatedinitiativesthatsupportorganizationalstrategicgoals;ParticipateintheplanninganddevelopmentofworkmethodsrelatingtoHumanResourcesManagement.
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• Leadbyanddemonstratecompanyvalues.

LeadershipCompetencies:

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• Strongorganizationalandself-managementskillstomanagetimeandprioritiestomeetdeadlinesworkindependentlymaintaincomposureindifficultsituationsstriveforcontinuousimprovement.
• DemonstratedabilityforEmployeeDevelopment/.
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• -confidentwithcan-doorientation.
• Strongabilitytoorganizeandinfluencingpeopletobelieveinavisionwhilecreatingasenseofpurposeanddirection.
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KeyContacts:

Internal:

• ManagingPartners.
• LeadershipTeam.
• DirectorManagersSupervisors.
• Allemployeesatalllevels.

External:

• PayrollBenefitInsurancecompanies.
• LawyersHRComplianceconsultants.
• Recruitmentcompanies.
• Trainingororganizationaldevelopmentsoftwarecompanies.

MeasuresofSuccess-Howwilltherolebemeasured:Targetsandmeasurementstobedefinedinannualgoalsandobjectives

• Noregulatoryorreportinglapsesunderhis/herresponsibility.
• Feedbackfromemployeesandfromteammembersispositiveandconstructive.
• Executionofroleisabsentofavoidabledisruptionorunnecessarycoststothebusinessand/orgeneratesmaterialsavingsorefficiencies.
• %ofemployeeretention/turnoveraccordingtoplan.
• OtherKeyPerformanceIndicatorsrelatedtotheHRfunctionsuchasCompensation/BenefitmetricsservicedeliveryrecruitmentretentiontrainingKPIsworkforceoptimizationmetrics.(seetablebelow)

OtherKPIstomonitortheperformanceoftheHumanResourceDepartmentinclude:

Retention:

• Employeeturnover
• Employeeengagementindex
• Employeeretentionrate
• Employeesatisfaction
• Employeetenure
• Jobabandonmentcost
• Employeeturnovercost

Recruitment:

• Applicationsreceivedpervacancy
• Costperhire
• Externalhirerate
• Applicationsreceivedbyrecruitingsource
• Hiredtoneededpersonnelratio
• Joboffersacceptancerate
• Timetofillavacantposition

EfficiencyandEffectiveness:

• Highperformingemployees
• Profitperemployee
• HumanCapitalReturnonInvestment(ROI)
• Timetoprocesspayroll
• Losttimeaccounting
• Performanceappraisalparticipationrate
• Workperformedbystaffover-skilledforthecomplexityofjob

Benefits:

Asanindustryleaderwestrivetoofferemployeesacompetitivesalaryalongwithacomprehensivebenefitpackagewhichincludes.

• MedicalDentalVisonand/orwhichiseffective1stofthemonthfollowing60daysofhiredate
• 401k
• PTO

RequiredQualifications:

• (PHR)isaplus.
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  Our Companies provides equal employment opportunities to all employees and applicants for employment without regard to race color creed ancestry national origin citizenship sex or gender (including pregnancy childbirth and pregnancy-related conditions) gender identity or expression (including transgender status) sexual orientation marital status religion age disabilitygenetic informationservice in the military or any other characteristic protected by applicable federal state or local laws and ordinances. If you have any questions or problems with equal employment opportunities or if you feel that you are being discriminated against for any reason please contact the HR department at .