HR MANAGER

Key Responsibilities

• Strategic Alignment:
• Partner with business leaders to align HR strategies with organizational goals and objectives.
• Provide HR insights to support business decisionmaking and workforce planning.
• Employee Relations & Engagement:
• Act as the point of contact for employees and managers to resolve workplace issues and concerns.
• Drive employee engagement initiatives and measure their impact on the organization.
• Performance Management:
• Oversee the performance management process ensuring timely goalsetting midyear reviews and yearend evaluations.
• Support managers in identifying high performers and creating development plans for underperforming employees.
• Policy Development & Compliance:
• Ensure HR policies and procedures are consistently applied and compliant with local labor laws and regulations.
• Provide guidance on HR best practices and recommend process improvements.
• Change Management:
• Lead and support organizational change initiatives by effectively communicating with employees and addressing resistance.

• Recruitment Strategy:
• Develop and execute effective recruitment strategies to attract top talent for various roles ensuring alignment with business needs.
• Build and maintain a pipeline of qualified candidates for critical positions.
• FullCycle Recruitment:
• Manage the endtoend recruitment process including job postings sourcing screening interviewing and offer negotiation.
• Collaborate with hiring managers to define role requirements and competencies.
• Employer Branding:
• Drive employer branding initiatives to position the company as an employer of choice in the market.
• Represent the organization at career fairs industry events and other recruitmentrelated activities.
• Onboarding:
• Ensure a smooth and efficient onboarding process for new hires fostering a positive employee experience from day one.

• Support leadership in identifying training needs and implementing programs to upskill employees.
• Collaborate with business units to design career paths succession plans and internal mobility frameworks.
• Monitor employee turnover and design retention strategies to reduce attrition.

• Analyze HR metrics (e.g. retention rates timetohire performance trends) and provide actionable insights.
• Prepare regular reports on HRBP and TA activities for leadership review.

Key Competencies

1. Strategic Thinking and Business Acumen
2. Strong Interpersonal and Communication Skills
3. ProblemSolving and DecisionMaking
4. Ability to Manage Multiple Priorities and Deadlines
5. Strong Knowledge of HR Practices Labor Laws and Talent Acquisition Trends

Qualifications

1. Bachelor s or Master s degree in Human Resources Business Administration or related field.
2. 7 years of experience in HR roles including HRBP and Talent Acquisition responsibilities.
3. Experience in a manufacturing tech or fastpaced environment is preferred.
4. Proven track record of successfully managing recruitment and partnering with business leaders.
5. Proficiency in HRIS systems and recruitment platforms.

KPIs (Key Performance Indicators)

1. Employee Engagement Scores
2. TimetoHire and Quality of Hire Metrics
3. Retention Rates and Employee Turnover
4. Performance Management Completion Rate
5. Manager and Employee Satisfaction Ratings

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