Responsibilities
Strategic HR Leadership:
- Formulate and implement the HR strategic plan.
- Set departmental goals and objectives that align with the strategic plan.
- Serve as a strategic advisor to the executive team.
- Lead the HR department, setting high-performance expectations.
Organizational Development:
- Regularly assess and redesign the organizational structure as necessary.
- Develop strategies to enhance productivity and efficiency.
- Manage change across the organization.
- Foster a culture of innovation, inclusion, and continuous learning.
Talent Acquisition and Management:
- Establish talent acquisition strategies.
- Develop comprehensive compensation and benefits plans.
- Manage career progression and succession planning.
Performance Management:
- Implement a robust performance management system.
- Provide guidance on performance improvements and career development.
- Regularly evaluate and adjust the performance management system.
Employee Relations:
- Create HR policies and procedures promoting a healthy employee relations environment.
- Handle escalated HR-related issues promptly.
- Promote trust and mutual respect among employees.
Regulatory Compliance:
- Ensure HR practices comply with local, state, and federal regulations.
- Stay abreast of HR management advancements and changes in law.
- Implement policy and practice improvements as needed.
Leadership Development:
- Oversee leadership development and succession planning programs.
- Foster continuous learning and professional growth.
HR Analytics:
- Utilize HR analytics to guide decisions and improve HR effectiveness.
- Prepare detailed HR reports for the executive management team.
Compensation and Benefits:
- Develop and implement competitive compensation and benefits programs that align with company goals.
- Ensure compliance with all relevant regulations and laws regarding compensation and benefits.
- Regularly evaluate and adjust compensation and benefits programs to ensure market competitiveness.
Learning and Development (L&D):
- Facilitate continuous employee development through strategic L&D initiatives.
- Align skills development with organizational goals to foster innovation and achieve business objectives.
Health and Safety:
- Ensure compliance with health and safety regulations and promote a safe workplace culture.
- Manage crisis preparedness, employee well-being, and continuous improvement of safety practices to minimize risks and enhance organizational resilience.
Key Skills:
- Strategic Thinking: Formulate effective HR strategies and lead their execution.
- Leadership Skills: Experience in managing a team and developing leaders.
- Communication Skills: Exceptional communication skills, with the ability to negotiate and influence at all levels.
- Decision Making: Strong problem-solving capabilities and quick, informed decision-making skills.
- Ethical Practice: Knowledge of HR-related laws and regulations, with a commitment to high ethical standards.
Key Performance Indicators:
- Improve overall employee satisfaction as measured by employee engagement survey scores.
- Increase the number of employees participating in professional development programs.
- Maintain 100% compliance with all local, state, and federal labor regulations.
- Improve talent acquisition metrics (time to fill, quality of hire, etc.).
- Decrease turnover rates and increase employee retention.
Qualification and Experience
- MBA in Human Resources
- 20 to 25 years of work experience
- Age: 45 to 52 years
- Demonstrated experience having managed HR & IR function with a manufacturing entity
- Proficiency and hands-on experience in setting up HR systems and processes.
