Job description for HR manager:

The Human Resources Manager guides and manages the overall provision of Human Resources services, policies, and programs for a company within a small to mid-sized company, or a portion of the Human Resources function within a large company. The major areas the Human Resources manager manages can include:

recruiting and staffing; organizational departmental planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns regarding employees; employee on boarding, development, needs assessment, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness and health; charitable giving; and employee services and counseling.

The Human Resources manager originates and leads Human Resources practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals. The Human Resources manager coordinates the implementation of people-related services, policies, and programs through Human Resources staff; reports to the CEO; and assists and advises company managers about Human Resources issues. Primary Objectives of the Human Resources Manager:

Health and safety of the workforce. Development of a superior workforce. Development of the Human Resources department. Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance. Personal ongoing development.
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The Human Resources Manager will be highly regarded with an excellent track record in his/her current environment. The successful candidate must be a strong, decisive, results oriented leader who can develop and manage relationships across the company and with a wide variety of partners based on trust, teamwork and knowledge. The following details specific responsibilities for this critical role: Serve as a key member advising business leadership team responsible for HR processes for Associates. Function in an active and influential business advisory role with executives in order to drive business results Leverage broader HR team resources to drive change in leadership & organizational development, compensation and staffing. Specific areas of focus over the next 12 - 24 months include: developing and implementing staffing and learning strategies, developing retention strategies, leadership and organizational development, talent planning, diversity, compensation management and delivery, performance management, workforce planning,, increasing associate satisfaction and engagement, build-out campus recruiting program. Some travel will be required. Qualifications Minimum of 6 years human resources experience Preferable to have experience in two or more of the following areas: human resources management, organizational development/change management, process improvement (Six Sigma preferred), compensation, staffing. Excellence in a client management model: mobilizing the best people and integrating the tools and processes required to meet the needs of the business Business driven with strong financial acumen. Strategic planning, complex problem resolution and general

management expertise. Outstanding communication and presentation skills. High level of interpersonal skills and integrity; solid team player. Ability to influence senior management, establish and maintain collaborative partnerships and provide thought leadership. Ability to architect and drive change Ability to lead in a global, matrixed environment Key Responsibilities of Manager - HR: Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues) Establish and maintain appropriate systems for measuring necessary aspects of HR development Monitor, measure and report on HR issues, opportunities and development plans and achievement within agreed formats and timescales Manage and develop direct reporting staff. Manage and control departmental expenditure within agreed budgets. Liaise with other functional / departmental head so as to understand all necessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements. Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to directors, managers and staff within the organization. Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team. Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care. Audit and authenticate all documents related to legal, salary statements and distribution, policies etc. Develop and Maintain healthy relation with Govt. and Non Govt. Organizations for better and fast functioning of organization. Plan for employees performance appraisal; develop tools for appraisal, job evaluation and development. Plan and direct for Training of employee including senior managers, maintain contact with outside resources for training.