Human Resource Director AF185

Job Brief:

Permanent fulltime position

Working Hours: 38 hours per week Monday to Friday

Salary Range: 90000 per year superannuation

Location of Employment: Unit 43/52 Parramatta Rd Homebush NSW 2140

About the Business

Staff Domain Inc. is in the Business Process Outsourcing (BPO) sector/industry.

Staff Domain is one of the top Business Process Offshoring (BPO) organizations in the world for small and medium businesses. It continues to enhance the BPO landscape for SMEs by providing a smart seamless and transparent offshore outsourcing solution businesses can trust.

We currently have three employment markets. Manila The Philippines where we built our first stateoftheart facility that is now home to the countrys best accountants recruiters marketers tech engineers and more. Our second employment market is in Randburg South Africa. Finally India. An exceptional location for talent in IT and development. With three international locations you have a huge talent pool increasing your chances of finding the absolute best person for any job.

With support teams in Australia North America and Hong Kong.

Responsibilities:

The Human Resource Director will report to the Director and Chief Finance Officer and will have the following responsibilities including:

Primary Function: Strategically align human resources policies practices and initiatives with organizational objectives while fostering a positive work culture facilitating talent acquisition and retention managing employee relations ensuring maximum workforce productivity and ensuring compliance with relevant laws and regulations.

Essential Functions and Responsibilities:

Executive Leadership and Strategic Planning

Serve as a key advisor on human capital matters by providing valuable insights and recommendations regarding the companys workforce and talent management strategies.

Ensure that human capital strategies are aligned with the companys overall strategic objectives.

Understand the organizations goals and direction to provide guidance on how to optimize the workforce to support these objectives.

Evaluate complex issues and situations considering various factors such as legal requirements industry trends and organizational needs to make informed decisions that benefit the company and its employees.

Responsible for building and developing a highperforming HR team capable of delivering results and driving organizational success.

Identifies and mitigates HRrelated risks that could impact the organizations reputation financial performance or legal compliance. They implement policies and procedures to minimize risks related to employee relations compliance issues and workforce management.

Define and track key performance indicators relevant to different departments and roles within the organization.

Establish measurable goals and benchmarks to assess productivity levels and performance outcomes.

Allocate resources strategically based on business priorities workforce needs and performance expectations.

Identify areas where resources are underutilized or overextended and reallocate them to maximize efficiency and effectiveness.

Talent Acquisition

Identify critical skills and competencies needed for the companys future success as well as implementing strategies to recruit and nurture talent effectively.

Collaborate with department heads and senior management to understand current and future staffing needs based on organizational goals and objectives. Conduct workforce planning to identify gaps in talent and develop strategies to address them.

Develop comprehensive recruitment strategies aligned with the organizations business objectives. This involves determining the most effective sourcing channels leveraging employer branding initiatives and utilizing recruitment technology.

Work to enhance the organizations employer brand and reputation as an employer of choice.

Ensure a positive candidate experience throughout the recruitment process from initial contact to onboarding to attract and retain top talent.

Employee Relations

Implement policies procedures and practices to promote effective communication resolve conflicts and maintain a harmonious workplace.

Develop processes for handling employee grievances and complaints in a fair and timely manner. Ensure that employees feel comfortable raising concerns and that grievances are addressed promptly and confidentially.

Establish disciplinary procedures for addressing misconduct or performance issues in accordance with organizational policies and legal requirements.

Ensure that disciplinary actions are applied consistently and fairly and that employees understand the consequences of their actions.

Assist with performance coaching feedback delivery and performance improvement plans as needed to address performance issues and promote accountability.

Performance Management

Designing implementing and evaluating systems and processes to ensure employees are effectively contributing to the achievement of organizational goals.

Work with department heads and managers to establish clear specific and measurable performance goals and objectives for each employee aligned with the organizations strategic priorities.

Design and administer performance appraisal processes to evaluate employee performance against established goals and expectations.

Coordinate training and development programs to enhance employees skills knowledge and competencies.

Identify training needs based on performance appraisal results and strategic priorities and offer opportunities for professional development to address those needs.

Regularly review and evaluate the effectiveness of performance management processes and practices.

HR Compliance

Develop and implement HR policies procedures and practices that comply with applicable laws and regulations. This may include creating employee handbooks codes of conduct antidiscrimination and harassment policies and procedures for handling grievances and complaints.

Ensure that recruitment and hiring practices comply with equal employment opportunity laws and regulations to prevent discrimination based on factors such as race color religion sex national origin age or disability.

Administer employee benefits and leave programs in compliance with employment laws and regulations and ensure that employees are provided with the required benefits and leave entitlements and that benefit plans are administered according to legal requirements.

Implement measures to safeguard employee data and ensure compliance with data protection requirements.

Conduct regular audits and assessments of HR practices and processes to identify compliance gaps and areas for improvement.

Take corrective action to address noncompliance issues and implement preventive measures to minimize legal risks.

Skills Required:

Successful applicants must have:

At least five years of progressive Human Resources Management experience

Bachelors Degree (or international equivalent) in Human Resources Psychology Business Management or related field

Strong leadership organization and selfmotivation skills

Unwavering commitment to and leadership of business ethics integrity and appropriate professional confidentiality

Fluency in reading writing and speaking English

Computer proficiency including expertise in all Microsoft Office products

Ability to multitask including flexibility to quickly respond to a dynamic operation

Apply now to become a part of an industry leader and contribute to shaping the future of HR practices at Staff Domain Pty Ltd! .