Job Summary

The Human Resources Manager is responsible for managing all employee and human resource activities within the organization.
The individual will also be responsible for developing and implementing HR strategies and initiatives aligned with the overall business strategy.

The Ideal Candidate:

You are creative, highly motivated, and organized. Relationship building comes naturally whether with a corporate partner or staff. When evaluating your candidacy, we’ll look for the following:
Strong interpersonal and communication (written and oral) skills
Proficient in MS Office Tools
Excellent active listening, negotiation and presentation skills
People-oriented and results-driven
Ability to architect strategy along with leadership skills
Accuracy and Attention to detail
Confidentiality and Thoroughness
Competence to build and effectively manage interpersonal relationships at all levels of the company Project management skills.

Responsibilities
Strategic Functions:

Assist management team with human resource planning through constant review of workforce demographics and labour market analysis.
Identify human resource focused strategies that support the company’s objectives and assist managers with their role in implementing change.
Develop and update policies and promote programs that align with the company’s objectives.
Participate in the budget process, identifying risks and collective agreement obligations.
Work closely with the management team to provide advice and support on human resource-related issues.
Provide advice and guidance on all issues affecting human resources management to the Executive Team.

People Management Functions:

Support current and future business needs through the development, engagement, motivation and preservation of human capital.
Provide management direction and counselling.
Lead and supervise temporary staffing as needed.
Bridge management and employee relations by addressing demands, grievances or other issues.
Support in Welfare matters –End of the Year Party, Reward & Recognition
Ensure compliance with staff handbook.
Ensure employee retention and reduction in labour turnover.

Recruitment and Selection:

Manage all recruitment needs for the company, including implementing and continually
developing a robust recruitment process.
Writing and placing employment ads, as well as maintaining the applicant tracking database
Reviewing, screening, and maintaining applications and resumes.
Conducting background screenings for all prospective employees.
Interview job applicants to obtain information on work history, training, education, or job skills.
Plan and conduct new employee orientation to foster a positive attitude toward organizational objectives.
Prepare contract and offer letters.
Develop and manage an onboarding process.

Compensation and Benefit:

Oversee salary, benefit and pension administration ensuring a competitive total compensation package.
Gather, review, and analyze various industry information related to compensation
Ensure a consistent approach to rate assignment and advise on compensation package options for difficult-to-fill positions.
Act as Benefits Administrator for group benefit plans, reviewing and approving contracts and policies with insurers.
Set the organization’s pay structure and benefits offerings.
Choose and manage outside partners such as benefits vendors and investment brokers.
Oversee the distribution of pay and benefits information to the organization’s employees.
Ensure that pay and benefits plans comply with federal and state regulations.

Learning and Development:

Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development.
Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured.
Liaise with the finance department to ensure control of training and development expenditure within agreed budgets.
Liaise with other managers to understand all necessary aspects of their learning and
development needs, and to ensure they are fully informed of corporate learning and development objectives.
Succession plan and ensure training is aligned to support the plan.

Performance Management:

Drive and manage the development and implementation of company-wide performance management systems.
Establish key metrics to accurately define the competencies and skills required for each role/department within the organization.
Develop and conduct workshops to ensure that all performance management systems are accurately understood.
Conduct regular performance appraisal exercises and workshops for middle to senior-level management.
Manage organizational performance levels by exercising performance improvement plans to
individuals, teams as and when necessary through systematic identification systems.
Providing ongoing support to ensure that performance management systems are being used.

Health and Safety:

General Administration:

Develop and monitor overall HR strategies, systems, tactics and procedures across the organization.
Nurture a positive working environment
Prepare a budget for human resources operations e.g training.
Preparation of monthly report on key accountabilities.
A monthly update on Organogram and changes when necessary.
Manage and continually update a confidential employee record.

What Qualification and Requirements do you need?

Bachelor’s degree in Human resource management or related social science field
Demonstrable experience with human resources metrics.
In-depth knowledge of labour law and HR best practices Relevant certification in human resource (e.g. CIPM, PHRi)
Excellent knowledge of health, safety and environment; certification is an advantage.

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