Expertise / Skills :

• ● A minimum of five years of progressive leadership experience in Human Resources positions.
• ● Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
• ● Better than average written and spoken communication skills.
• ● Outstanding interpersonal relationship building and employee coaching skills.
• ● Demonstrated ability to lead and develop HR department staff members.
• ● Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
• ● Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
• ● General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
• ● Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
• ● Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality. Excellent organizational management skills.

Job Description :

• ● Oversee the implementation of Human Resources programs. Identifies opportunities for improvement and handles grievances, if any.
• ● Develops and monitors an annual budget that includes Human Resources services, employee recognition, sports teams, and community events support, company philanthropic giving, and benefits administration.
• ● Form the Human Resources policies, programs, and practices to keep management informed of new developments, maintain and update the policies and process as and when the need arises, as per the labor laws, provide leadership for Human Resources strategic planning, establish and lead the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce, etc.
• ● Prepare, manage and maintain HR specific reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. Participates in executive, management, and company staff meetings and attends other meetings and seminars with the CEO, COO.
• ● Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
• ● Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs.
• ● Manages a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans.
• ● Makes recommendations to executive management
• ● Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• ● Conducts periodic surveys to measure employee satisfaction and employee engagement. Address the employee grievances and resolve disputes, if any.
• ● Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises.
• ● Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act, Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth.
• ● Maintains minimal company exposure to lawsuits.
• ● Directs the preparation of information requested or required for compliance with laws.
• ● Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies.
• ● Designs, directs, and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.