Responsibilities :

Managing the Human Resources (HRM/HRD) Strategy

•  Translates business priorities into Human Resources strategies, plans and actions.
•  Develop and lead HRM / HRD policies & procedures for organization.
•  Implements and sustains Human Resources initiatives at the company.
•  Coordinates the human capital review process and leads succession planning activities in the company and in the market, as appropriate.
•  Leads the assessment of company leadership pipeline through the human capital review process and assists with follow-up.
•  Executes and follows-up on engagement survey related activities.
•  Creates value through proactive approaches that will affect performance outcome or control cost.
•  Monitors effective use of HR by people managers and employees.
•  Leads and participates in succession management and workforce planning.
•  Responsible for Human Resources strategy and execution.
•  Serves as key change manager for initiatives that have high employee impact.
•  Attends owners meetings as a member of the company executive committee and provides meaning or context to the Human Resources results (e.g., retention statistics, critical open positions, employee satisfaction, and training initiatives and results); and demonstrates an understanding of owner priorities.
•  Supervises Human Resources Manager, as well as Human Resources Specialist where appropriate.

Managing Staffing and Recruitment Process

•  Analyzes open positions to balance the development of existing talent and business needs.
•  Serves as coach and expert facilitator of the selection and interviewing process.
•  Surfaces opportunities in work processes and staffing optimization.
•  Makes staffing decisions to manage the talent pipeline at the company.
•  Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
•  Monitors sourcing process and outcomes of staffing process.
•  Ensures managers are competent in assessing and evaluating staffs.

Managing Employee Compensation Strategy

•  Apply knowledgeable in the internal and external compensation and work competitive environments.
• Leads the planning of the employee total compensation strategy.
•  Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
•  Participates in quarterly internal equity analysis; reviews internal equity reports and surface issues needing resolution.
•  Creates and implements total compensation management packages/offers, particularly recognition and incentive programs directed towards company priorities.

Managing Staff Development Activities

•  Ensures completion of the duties and responsibilities of the company’ Human Resources staff members, as outlined in applicable job description(s).
•  Ensures Human Resources staff is properly trained in all employee-related human resource information to appropriately respond to company employees.
•  Continually reinforces positive employee relations concepts.t