Human Resources Advisor

Roles and responsibilities

1. Supervision of HR Staff

• Team Management: Oversee the daily activities of the HR team, providing guidance, support, and direction to HR staff.
• Performance Evaluation: Conduct performance evaluations for HR team members and provide constructive feedback.

2. Recruitment and Staffing

• Talent Acquisition: Manage the recruitment process, including job postings, screening resumes, interviewing candidates, and making hiring recommendations.
• Onboarding: Coordinate the onboarding process for new employees, ensuring they receive necessary training and resources.

3. Employee Relations

• Conflict Resolution: Address employee concerns and conflicts, facilitating resolutions and fostering a positive workplace environment.
• Employee Engagement: Implement programs and initiatives to enhance employee morale and engagement.

4. Policy Development and Compliance

• HR Policies: Assist in the development and implementation of HR policies and procedures that comply with labor laws and regulations.
• Compliance Monitoring: Ensure compliance with employment laws, regulations, and company policies.

5. Training and Development

• Training Programs: Identify training needs and coordinate training and development programs for employees.
• Career Development: Support employee career development through coaching, mentoring, and professional development opportunities.

6. Performance Management

• Performance Appraisals: Oversee the performance appraisal process, ensuring timely evaluations and feedback for employees.
• Goal Setting: Assist in setting performance goals and objectives for staff and provide ongoing support.

7. Compensation and Benefits Administration

• Benefits Management: Administer employee benefits programs, including health insurance, retirement plans, and leave policies.
• Salary Administration: Assist in salary reviews and ensure equitable compensation practices across the organization.

8. HR Metrics and Reporting

• Data Analysis: Collect and analyze HR metrics and data to inform decision-making and improve HR practices.
• Reporting: Prepare reports on HR activities, including turnover rates, recruitment metrics, and employee satisfaction surveys.

9. Health and Safety Compliance

• Workplace Safety: Ensure compliance with health and safety regulations and promote a safe work environment.
• Safety Training: Coordinate safety training programs for employees to enhance workplace safety awareness.

10. Collaboration with Management

• Strategic Support: Collaborate with management to align HR strategies with organizational goals and objectives.
• Change Management: Assist in managing organizational change initiatives and communicating changes to employees.

Desired candidate profile

1. Educational Background

• Degree in Human Resources or Related Field: A bachelor’s degree in human resources, business administration, or a related field is preferred.
• Certifications: Relevant HR certifications (e.g., SHRM-CP, PHR) can be advantageous and demonstrate professional competence.

2. Experience

• HR Experience: Typically, 5–7 years of experience in human resources, with at least 2 years in a supervisory or management role.
• Industry Knowledge: Familiarity with the specific industry is beneficial, as HR practices may vary between sectors.

3. Skills

• Leadership Skills: Strong leadership and team management abilities to motivate and guide HR staff effectively.
• Communication Skills: Excellent verbal and written communication skills for interacting with employees, management, and external stakeholders.
• Interpersonal Skills: Strong interpersonal skills to build relationships and foster a positive workplace culture.

4. Knowledge of HR Practices

• Labor Laws and Regulations: In-depth knowledge of employment laws and regulations to ensure compliance and mitigate risks.
• Recruitment and Selection: Experience in managing recruitment processes and utilizing effective selection methods.

5. Problem-Solving Skills

• Conflict Resolution: Strong problem-solving abilities to address employee concerns and resolve conflicts effectively.
• Analytical Skills: Ability to analyze HR metrics and data to inform decision-making and improve HR practices.

6. Organizational Skills

• Time Management: Exceptional organizational skills to manage multiple tasks and priorities effectively.
• Project Management: Experience in managing HR projects and initiatives, ensuring timely completion.

7. Training and Development

• Coaching and Mentoring: Skills in coaching and mentoring staff to enhance their professional development and performance.
• Training Program Development: Ability to identify training needs and coordinate relevant training programs.