Human Resource Manager job at Future Options Consulting | Apply Now

Recruitment and Staffing: Oversee the recruitment and hiring process, including job postings, candidate sourcing, screening, interviewing, and selection. Develop recruitment strategies to attract top talent and ensure that staffing needs are met effectively.

Employee Onboarding: Develop and implement onboarding programs to integrate new employees into the organization. Provide orientation sessions, facilitate introductions to key personnel, and ensure that new hires have the resources and information needed to succeed in their roles.

Employee Relations: Serve as a point of contact for employee inquiries, concerns, and grievances. Address employee relations issues promptly and fairly, mediating conflicts and fostering positive relationships between employees and management.

Performance Management: Develop and administer performance management systems to evaluate employee performance, set goals, provide feedback, and support professional development. Conduct performance evaluations, performance improvement plans, and recognition programs.

Training and Development: Identify training needs and opportunities for employee skill development. Coordinate training programs, workshops, and seminars to enhance employee competencies, knowledge, and performance. Support career development and succession planning initiatives.

Policy Development and Compliance: Develop, implement, and enforce HR policies, procedures, and guidelines in compliance with employment laws, regulations, and industry standards. Ensure that HR practices are consistent, equitable, and aligned with organizational objectives.

Employee Benefits and Compensation: Administer employee benefits programs, including health insurance, retirement plans, and other fringe benefits. Manage compensation structures, salary reviews, and incentive programs to attract and retain top talent.

HR Administration: Oversee HR administrative functions, such as maintaining employee records, managing payroll processes, and ensuring data accuracy and confidentiality. Utilize HRIS (Human Resource Information Systems) and other technology platforms for efficient HR management.

Employee Engagement: Develop and implement employee engagement initiatives to foster a positive work environment, promote employee morale, and increase retention. Conduct employee satisfaction surveys, analyze feedback, and implement action plans to address areas for improvement.

Legal Compliance: Stay informed about labor laws, employment regulations, and HR best practices to ensure compliance with legal requirements. Advise management on HR-related legal issues, risks, and obligations, and liaise with legal counsel as needed.

Diversity and Inclusion: Promote diversity and inclusion initiatives to create a culture of belonging and respect in the workplace. Develop diversity strategies, initiatives, and training programs to foster an inclusive work environment and combat bias and discrimination.

HR Metrics and Reporting: Collect and analyze HR data and metrics to measure HR effectiveness, identify trends, and make data-driven decisions. Prepare HR reports and dashboards for senior management, highlighting key performance indicators and insights.

Change Management: Support organizational change initiatives, such as mergers, acquisitions, restructuring, or cultural transformations. Develop change management plans, communicate changes effectively, and address employee concerns and resistance.

HR Leadership and Development: Lead the HR team, providing guidance, coaching, and mentorship to HR staff members. Foster a culture of continuous learning, professional growth, and high performance within the HR department.

Strategic HR Planning: Contribute to the development and implementation of HR strategies, goals, and initiatives that align with the organization's overall objectives and business strategy. Partner with senior leadership to drive organizational effectiveness and success through HR initiatives.