Roles and Responsibilities
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Strategic Planning: Align HR strategies with the overall commercial goals and objectives of the organization.
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Collaborate with senior management to develop and implement HR strategies that contribute to the commercial success of the business.
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Talent Acquisition: Lead the recruitment and selection process to ensure the organization attracts and hires qualified individuals.
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Work on employer branding strategies to enhance the organization's image in the job market.
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Develop and implement effective onboarding programs for new hires.
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Workforce Planning: Analyze current and future workforce needs and develop plans to address staffing requirements.
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Collaborate with department heads to forecast talent needs based on commercial growth plans.
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Performance Management: Design and implement performance management systems to ensure that employees are contributing effectively to commercial objectives.
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Conduct regular performance reviews and provide feedback to employees.
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Employee Relations: Handle employee relations matters, including conflict resolution and employee grievances, to maintain a positive and productive work environment.
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Develop and implement employee engagement initiatives.
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Training and Development: Identify training needs based on commercial goals and ensure the development and implementation of relevant training programs.
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Support career development and succession planning initiatives.
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Compensation and Benefits: Develop and manage compensation and benefits programs that align with commercial objectives.
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Monitor market trends to ensure the organization remains competitive in terms of salary and benefits.
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HR Compliance: Ensure compliance with labor laws, regulations, and industry standards.
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Mitigate legal risks and keep policies and procedures updated.
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HR Technology: Oversee the implementation and use of HRIS (Human Resources Information System) to streamline HR processes.
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Leverage technology for data analytics and reporting to support commercial decision-making.
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Budgeting: Develop and manage the HR budget in alignment with commercial priorities.
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Optimize HR resources to achieve cost-effective solutions.
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Communication: Facilitate effective communication between management and employees regarding commercial goals, HR policies, and other relevant information.
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Change Management: Lead HR initiatives related to organizational change, ensuring that employees are well-informed and supported through transitions.
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Corporate Social Responsibility (CSR): Integrate CSR initiatives into HR strategies to align with commercial objectives and promote a positive corporate image.
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