Job Overview:
The HR Lead (Supervisor) is responsible for overseeing and managing the HR development functions
within the organization, including talent management, learning and development, compensation and
benefits, and organizational development. They will serve as a strategic partner to business leaders,
driving HR initiatives that support the company's overall goals and objectives. The HR Lead will lead a
team of HR professionals and ensure effective execution of key HR programs and policies.
Responsibilities:

1- Talent Management:
- Develop and implement comprehensive talent management strategies to attract, retain, and develop top talent
- Oversee the entire employee lifecycle, including workforce planning, talent acquisition, onboarding, performance management, and succession planning
- Identify and address skill gaps within the organization, designing training and development programs to build critical competencies
- Collaborate with business leaders to create career development plans and facilitate internal mobility
- Monitor employee engagement and satisfaction, implementing initiatives to foster a positive work culture

2- Learning and Development:
- Assess training needs and design/deliver learning programs to enhance employee knowledge, skills, and capabilities
- Implement effective learning management systems and technologies to facilitate training delivery and track progress
- Partner with subject matter experts to create customized training content that aligns with business objectives
- Develop and manage a robust leadership development program to build a strong pipeline of future leaders
- Measure the impact and effectiveness of training programs and make data-driven improvements

3- Compensation and Benefits:
- Conduct market research and benchmarking to ensure the organization's compensation and
benefits packages are competitive and equitable
- Oversee the administration of compensation, bonuses, equity, and benefits programs
- Analyze compensation data and recommend adjustments to pay structures and incentive plans
- Communicate changes to compensation and benefits policies to employees and manage related inquiries
- Collaborate with finance and legal teams to ensure compliance with labor laws and regulations

4- Talent Acquisition:
- Develop and implement effective talent acquisition strategies to source, screen, and hire top talent
- Partner with hiring managers to understand role requirements and design behavioral-based interview processes
- Oversee the candidate experience, from job postings to offer negotiations and onboarding
- Monitor and report on key recruitment metrics, such as time-to-fill, quality of hire, and candidate satisfaction
- Continuously evaluate and optimize recruitment processes to improve efficiency and effectiveness

5- Organizational Development:
- Assess the organizational structure and culture, identifying areas for improvement and development
- Design and implement organizational change management initiatives to enhance efficiency,
collaboration, and employee well-being
- Facilitate team-building and conflict resolution workshops to promote effective teamwork and communication
- Implement programs to foster a positive and productive work environment
- Evaluate the impact of OD initiatives and make data-driven recommendations for continuous improvement

Requirements:Bachelor's degree in Human Resources Management, or a related fieldMaster’s degree in HRM, or a related field is preferable.8-10 years of experience in HR roles, with a strong focus on HR Development.Thorough understanding of employment laws, regulations, and best practicesProficient in benefits administration, payroll processing, and HR information systemsProficient in HR information systems and data analysisExperienced in using data analytics tools (e.g., Tableau, Power BI) to generate HR reports and dashboardsStrong understanding of HR-related technologies, including applicant tracking systems, learningmanagement systems, and compensation management platformsFamiliarity with change management frameworks and techniques to effectively leadorganizational transformation initiativesSkilled in project management methodologies and tools to coordinate cross-functional HR andOD projectsExcellent in presenting complex HR topics to various stakeholdersKey Competencies: “Behavioral”Strategic Thinking: Able to align HR initiatives with the organization's overall business goals and strategyLeadership and Coaching: Demonstrates the ability to lead, motivate, and develop a high- performing HR teamAnalytical and Data-Driven: Utilizes data and metrics to make informed decisions and measure the impact of HR programsCollaboration and Influence: Builds strong relationships with business leaders and effectively communicates HR solutionsChange Management: Demonstrates the capability to manage and drive organizational change initiativesCreativity and Innovation: Continuously seeks to improve HR processes and introduce new, value-added programsEthical, transparent, and accountable in all aspects of the roleAbility to work in a fast-paced, dynamic environment and adapt to changing priorities