HR manager needs an excellent understanding of how the organization operates; its business requirements and commercial objectives. HR manager works very closely with other departments and provides an information resource for both employees and senior management; is concerned with developing, advising, implementing and communicating company policies. HR Manager supports the people management functions that underpin the business culture.
Main areas of competence:
- Employment law - working conditions, disciplinary and grievance procedures, equal opportunities, redundancies, maternity rights
- Recruitment & retention - hiring staff, producing job descriptions, placing adverts, working with recruitment consultancies, organizing interviews, taking overall responsibility for recruitment activity and campaigns
- Training and development – staff professional growth, putting together a staff training program and identifying suitable courses for staff.
- Salary reviews - researching salaries, compensation and benefits, and ensuring they are in line with legal requirements and industry standards
- Documentation - writing staff contracts, staff memos, and issuing written offers of employment, promotion etc.
Main skills:
- Excellent interpersonal and communication skills
- Diplomatic and negotiaton skills
- The ability to work on his/her own initiative
- Outstanding organizational skills
- The ability to work under pressure
- The ability to work with personnel from all levels
- Tact, and the ability to deal with difficult situations including challenging individuals
- An interest in career development and training within the workplace.
Responsibilities:
- Identify staff vacancies and recruit, interview and select applicants
- Post advertisements for new employees in newspapers, internet or specialized magazines
- Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits
- Plan and conduct new employee orientation to foster positive attitude toward organizational objectives
- Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
- Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements
- Administer compensation, benefits and performance management systems, and safety and recreation programs
- Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
- Analyze, plan, organize the personnel, training, or labor relations activities, design employee development and training
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates
- Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization’s personnel policies and practices
- Conduct exit interviews to identify reasons for employee termination
- Represent organization at personnel-related hearings and investigations
- Negotiate bargaining agreements and help interpret labor contracts
- Prepare personnel forecast to project employment needs
- Develop, administer and evaluate applicant tests
- Oversee the evaluation, classification and rating of occupations and job positions
- Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends
- Contract with vendors to provide employee services, such as food service, transportation, or relocation service
- Ensure all company policies and procedures are up to date in line with current law. Ensure line managers are up to date with changes to any policies
- Manage HR budget
