Key Responsibilities: 1. Leadership and Team Management: • Lead, mentor, and manage a team of HR generalists and recruiters. manage a team of HR generalists and recruiters. • Set performance goals and objectives for the team, providing regular feedback and conducting performance reviews. • Foster a positive and collaborative team environment, promoting professional development and growth. 2. Recruitment and Talent Acquisition: • Develop and implement eective recruitment strategies to attract top talent. • Oversee the end-to-end recruitment process, including job postings, candidate sourcing, interviewing, and selection. • Collaborate with hiring managers to understand stang needs and ensure timely fulfilment of open positions. • Utilize various recruitment channels, including online platforms, social media, job fairs, and networking events. • Onboard new recruitment vendors, ensuring they meet organizational standards and requirements. • Manage relationships with recruitment vendors and negotiate contracts and terms. • Oversee the renewal and management of job board subscriptions and other recruitment tools. 3. HR Generalist Activities: • Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices. • Provide a dedicated and eective HR advisory service to employees that covers absence and health issues, conduct and capability, grievances, organizational change, and all other employee-relations matters • Be the primary backup for payroll processing, including monthly updates to employee files, bonus/incentive pay, vacation/sick pay, expense reimbursements, hourly-employee validations, and benefits changes • Assist in the communication, interpretation, and upkeep of employee handbook, employee directory, and organizational chart, and contribute to policy development. • Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. • Attends and participates in employee disciplinary meetings, terminations, and investigations. • Develop and implement employee engagement programs, such as recognition and reward programs, surveys, Birthday & Anniversary celebration and training sessions • Manage employee relations, including addressing employee concerns, facilitating conflict resolution, and coaching managers on HR-related issues. 4. Strategic HR Planning: • Partner with senior management to develop and implement HR strategies that align with business goals. • Conduct workforce planning and succession planning to ensure the • organization’s future talent needs are met. • Analyze HR metrics and data to identify trends and areas for improvement, making data-driven decisions. 5. Learning and Development: • Identify training needs and coordinate the design and delivery of training programs for employees at all levels. • Promote a culture of continuous learning and professional development. • Employee Development Plan – Work with every employee to create a training/development plan based on their role and competence matrix. Based on the development plan – execute the plan. Qualifications: • Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree preferred. • Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly desirable. • Excellent communication, interpersonal, and problem-solving skills. • Strong analytical and problem-solving skills. • Strong leadership and team management skills, with a track record of building and leading high-performing teams. • In-depth knowledge of HR best practices, labor laws, and regulations. • Ability to act with integrity, professionalism, and confidentiality. • Proficiency with or the ability to quickly learn the organizations HRIS and talent management systems. • Ability to work in a fast-paced environment and manage multiple priorities effectively.