Human Resources Manager

Purpose of the role:

The purpose of the role is to strategically lead and manage the HR function, aligning it with overall business objectives and contributing to organizational success. The role involves developing and implementing HR strategies that enhance organizational effectiveness, drive employee engagement, and foster a positive workplace culture. It also serves as a key partner to business leaders, ensuring the attraction, development, and retention of top talent while promoting the well-being and professional growth of employees.

The role includes but is not limited to:

Objectives:

• Provide recommendations to enhance organizational effectiveness, employee engagement, and worker welfare
• Drive HR initiatives that align seamlessly with the overall business strategy
• Oversee recruitment and onboarding processes, focusing on attracting and retaining top talent
• Implement and manage talent strategies, performance appraisal systems, and guide goal setting, feedback, and development plans
• Administer compensation structures and benefits programs, ensuring competitiveness and alignment with organizational objectives
• Develop and enforce HR policies and procedures, ensuring compliance with local, state, and federal regulations
• Collaborate with business leaders, understanding their needs and delivering tailored HR solutions

Operational Excellence:

• Implement talent management strategies to identify and nurture high-potential employees
• Ensure a positive employee experience throughout the entire employee lifecycle
• Cultivate a positive work environment, proactively addressing concerns or conflicts
• Collaborate with leadership to foster a culture of continuous feedback and improvement
• Promote a culture of continuous learning and professional development
• Stay updated on industry trends and best practices in compensation and benefits
• Monitor changes in labor laws and update policies accordingly
• Assist in managing organizational change and workforce planning initiatives
• Utilize HR analytics to provide data-driven insights for informed decision-making

Employee Wellbeing & Development:

• Develop strong relationships with business leaders, managers, and employees by actively listening, effectively communicating, and responding promptly to the needs of various business units
• Assist in driving organizational success by collaborating with business leaders to implement effective people management strategies, aligning HR initiatives with broader business goals
• Work closely with benefits providers to explore and enhance employee wellness offerings, contributing to a positive and supportive work environment
• Collect feedback from employees using surveys, focus groups, and other channels to gather insights and inform data-driven improvements to the employee experience, fostering a culture of continuous improvement
• Focus on understanding the employee journey from recruitment to offboarding and contribute to the design and implementation of initiatives aimed at enhancing various stages of the employee lifecycle, supporting the overall HR strategy and organizational goals

Team Management:

• Promote open and transparent communication about organizational goals, changes, and challenges
• Coach, mentor, and develop team members to enhance their technical skills and overall effectiveness, conducting periodic performance appraisals
• Stay updated on professional and technical knowledge through continuous learning
• Foster positive working relationships among team members, implementing reward and recognition initiatives
• Resolve conflicts, provide support for team grievances, and periodically audit team performance through site visits

Key Result Areas

Result Area

Performance Indicator

Talent Acquisition and Retention

Achieve targeted recruitment goals for various departments.

Implement strategies for efficient onboarding and integration of new hires.

Develop retention programs to retain key talent.

Monitor and optimize time-to-fill metrics for open positions.

Employee Well-being and Engagement

Conduct regular engagement surveys to analyze and address employee concerns.

Implement initiatives to boost morale, job satisfaction, and overall welfare.

Resolve conflicts promptly and promote a positive, inclusive work environment.

Manage comprehensive compensation and benefits programs to support employee satisfaction

Optimizing Talent and Performance

Assess the effectiveness of talent management programs.

Enhance employee skills, fostering career growth and talent development. Implement performance management systems aligned with organizational goals. Track and improve overall employee productivity and performance.

HR Technology and Process Optimization

Ensure optimal utilization of HRIMS.

Identify and implement improvements for streamlined HR processes.

Stay abreast of technological advancements to enhance HR operations.

Measure the efficiency gains and cost-effectiveness of HR technology.

Compliance and Risk Management

Ensure strict adherence to HR policies and procedures.

Maintain compliance with local and international labor laws and regulations.

Mitigate legal risks associated with HR practices.

Conduct regular audits to ensure HR practices align with regulatory requirements.

Qualification / Experience

Education

• Master's Degree minimum (Human Resources, Business administration, or a related field)
• Preferred Advanced degree and HR certifications are a plus

Experience

• 10+ years of experience
• Industry: Facilities Management / Projects / Technical Consulting / Real Estate Management / Community Management / Construction
• Previous Role: Head HR Operations/ Senior Manager HR / Senior HR Consultant

Knowledge & Key Skills

• Strong leadership skills to guide and inspire the HR operations team
• Strategic decision-making aligned with organizational goals
• Analytical mindset for enhancing HR processes and implementing best practices
• Proficiency with HRIS and HR technologies to optimize operations
• Thorough understanding and application of labor laws for compliance
• Effective communication skills for conveying HR policies and procedures
• Proficient use of data analytics tools for insights and recommendations
• Strong interpersonal skills for collaboration with departments and senior management
• Experience in managing change within the HR function and leading during transitions
• Problem-solving skills to address complex HR issues and propose effective solutions