HUMAN RESOURCE

Attracting, sourcing, and hiring qualified candidates for job vacancies within the organization.

Facilitating the process of integrating new employees into the organization, including orientation, training, and paperwork completion.

Managing relationships between employees and the organization, including conflict resolution, addressing grievances, and fostering a positive work environment.

Developing and implementing processes for setting goals, providing feedback, evaluating performance, and recognizing achievements.

Identifying training needs, designing training programs, and facilitating learning opportunities to enhance employees’ skills and competencies.

Developing and managing compensation structures, administering employee benefits such as health insurance and retirement plans, and ensuring compliance with relevant regulations.

Staying abreast of labor laws and regulations, ensuring HR practices comply with legal requirements, and managing legal issues related to employment.

Implementing and managing technology systems for HR functions, including payroll processing, employee data management, and reporting.

Analyzing current and future workforce needs, identifying talent gaps, and developing strategies to address them, including succession planning for key roles.

Developing initiatives to enhance employee satisfaction, motivation, and commitment to the organization, as well as implementing strategies to retain top talent.

Promoting diversity and inclusion within the workplace through policies, programs, and initiatives aimed at creating a more equitable and inclusive environment.

Ensuring a safe and healthy work environment for employees, complying with occupational health and safety regulations, and implementing safety training programs.

Designing and implementing initiatives to support employee well-being, such as wellness workshops, fitness programs, and mental health resources.

Managing the process when an employee leaves the organization, including conducting exit interviews, processing paperwork, and knowledge transfer.

Collecting and analyzing HR data to inform decision-making, measure the effectiveness of HR programs, and identify trends and areas for improvement.

Supporting organizational change initiatives, fostering a culture of innovation and continuous improvement, and facilitating change management processes.

Developing and implementing programs to recognize and reward employee contributions and achievements.

Managing relationships with labor unions, negotiating collective bargaining agreements, and ensuring compliance with union contracts.

Addressing HR challenges related to international operations, including expatriate management, cross-cultural training, and compliance with international labor laws.

Developing and maintaining the organization’s employer brand, as well as facilitating effective communication between employees and management.