General Manager Human Resources

Job Title : General Manager

Department : Human Resources

Sub Department : -

Reporting : Managing Director

Role Summary:

• The Head of Human Resources will be responsible for leading the HR function to align human resources strategies with the overall business goals. This role will focus on talent acquisition, talent management, payroll and compliance, HR operations, learning and development, employee engagement, and ensuring compliance with labor laws and regulations. The ideal candidate will have a strategic mindset and the ability to foster a positive workplace culture.

Core Responsibilities:

• Talent Acquisition:
• Develop and execute recruitment strategies to attract top talent.
• Partner with hiring managers to understand workforce needs and ensure a seamless recruitment process.
• Utilize data and metrics to improve recruitment effectiveness.
• Talent Management:
• Design and implement performance management systems that drive employee growth.
• Foster a culture of feedback and continuous improvement through regular performance reviews.
• Identify high-potential employees for succession planning and career development.
• Payroll and Compliance:
• Oversee payroll processes, ensuring accuracy and timely disbursement.
• Ensure compliance with local, state, and federal employment laws and regulations.
• Conduct regular audits to verify compliance with payroll and benefits programs.
• Learning and Development:
• Assess organizational training needs and develop programs that enhance employee skills.
• Create and manage on boarding programs for new hires to ensure smooth transitions.
• Measure the impact of training initiatives on employee performance and organizational goals.
• HR Operations:
• Streamline HR processes to enhance efficiency and effectiveness.
• Implement and manage HR technologies to support operational functions.
• Maintain HR policies and procedures to ensure alignment with organizational goals.
• Employee Engagement:
• Develop initiatives to improve employee morale and foster a positive workplace culture.
• Conduct regular employee surveys to gauge satisfaction and gather feedback.
• Implement programs that promote work-life balance and employee well-being.
• Employee Relations:
• Address employee concerns and conflicts effectively to maintain a harmonious work environment.
• Develop and communicate policies that ensure fair treatment and compliance with regulations.
• Strategic HR:
• Align HR strategies with business objectives to drive organizational success.
• Collaborate with senior leadership to identify and address workforce planning needs.
• Utilize HR analytics to inform strategic decision-making and enhance organizational effectiveness.
• Organizational Culture:
• Cultivate a positive and inclusive organizational culture that aligns with company values.
• Implement initiatives that promote diversity, equity, and inclusion within the workforce.
• Lead change management efforts to ensure successful transitions during organizational transformations.
• Monitor HR Metrics:
• Analyze HR data to provide insights and recommendations to senior management.
• Prepare reports on key HR metrics to track performance and inform decision-making.

Key performance Indicators:

• Employee Turnover Rate: Track and reduce voluntary and involuntary turnover to maintain workforce stability.
• Time to Fill Open Positions: Measure the efficiency of the recruitment process to ensure timely hiring.
• Employee Engagement Scores: Assess employee satisfaction and engagement through surveys, aiming for continuous improvement.
• Performance Management Completion Rates: Ensure timely completion of performance reviews and development plans for all employees.
• Diversity Hiring Metrics: Monitor the effectiveness of diversity recruitment initiatives to promote an inclusive workforce.
• Compliance Audit Results: Maintain a high level of compliance with labor laws and internal policies, with minimal audit findings.
• Training and Development Participation Rates: Evaluate participation in learning programs to ensure employees are equipped with necessary skills.
• Employee Satisfaction and Feedback Scores: Analyze feedback from employee surveys to identify areas for improvement and enhance workplace culture.

Qualifications and SkillSets:

• Bachelor's degree in human resources, Business Administration, or a related field; Master's degree preferred.
• 10+ years of experience in HR management, with at least 5 years in a leadership role.
• Strong knowledgeof HR practices, labor laws, and regulations.
• Excellent leadership and interpersonal skills.
• Strong analytical and problem-solving abilities.
• Exceptional communication and negotiation skills.
• Proficiency in HR softwareand Microsoft Office Suite.
• Ability to foster a collaborative and inclusive workplace.
• Strategic thinker with a focus on results.