Strategic Planning:

Formulate and execute HR strategies aligned with the organization's goals, including staffing plans, talent management, and succession planning. 

Recruitment and Hiring:

Oversee the entire recruitment and selection process, from sourcing candidates to onboarding new hires, ensuring a positive candidate experience and compliance with employment laws. 

Employee Relations:

Address employee concerns, resolve grievances, and foster a positive work environment. 

Training and Development:

Identify training needs, develop and implement training programs, and support employee development initiatives. 

Compensation and Benefits:

Manage compensation and benefits structures, ensuring they are competitive and aligned with the organization's budget and employee needs. 

Performance Management:

Implement and administer a performance appraisal system, providing feedback and support to employees. 

Compliance:

Ensure compliance with all applicable laws and regulations, including employment law, labor laws, and HR best practices. 

Data Analysis and Reporting:

Monitor and analyze HR data to identify trends, track key metrics, and provide data-driven insights to management. 

Policy Development:

Design and implement company-wide HR policies and procedures. 

Employee Engagement:

Develop and implement programs to increase employee engagement and retention. 

Education: A bachelor's degree in Human Resources, Business Administration, or a related field is generally required. A master's degree in Human Resource Management may be preferred or required for some positions.  BSc in Human Resources Management or relevant fieldExperience: Typically, 10+ years of experience in HR is needed. At least 10 years of experience in a managerial or leadership role is often required. Experience in specific areas like recruitment, employee relations, performance management, and training is beneficial. Skills: Communication:Excellent verbal and written communication skills are essential for interacting with employees, management, and external stakeholders. Interpersonal:Strong interpersonal skills are needed to build relationships, resolve conflicts, and create a positive work environment. Leadership:The ability to lead, motivate, and manage an HR team is crucial. Conflict Resolution:Skill in handling employee relations issues and resolving conflicts fairly and effectively. Analytical and Problem-Solving:HR Managers need to analyze data, identify trends, and develop solutions to HR-related challenges. Organizational:Strong organizational skills are needed to manage multiple tasks, prioritize effectively, and meet deadlines. Technical:Proficiency in HR software and Microsoft Office Suite is generally expected. Knowledge of Employment Law:A thorough understanding of relevant labor laws and HR best practices is crucial. Strategic Thinking:The ability to develop and implement HR strategies aligned with organizational goals. Other important qualities: Ethics and Integrity: HR Managers must act with integrity and maintain confidentiality. Adaptability: The ability to adapt to changing business needs and new HR practices. Business Acumen: Understanding the business context and its impact on HR decisions. Customer Focus: A commitment to providing excellent service to employees