Address1. Strategic HR Planning and Execution:
- Partner with business leaders to understand their strategic objectives and identify HR initiatives to support their goals.
- Develop and implement HR strategies, policies, and programs that align with the company's overall business strategy and promote a positive work culture.
- Provide guidance and support to managers in areas such as talent acquisition, employee engagement, performance management, and succession planning.
- Collaborate with leaders to develop workforce plans, including forecasting talent needs, identifying skill gaps, and implementing recruitment and retention strategies.
2. Employee Relations and Engagement:
- Serve as a trusted advisor to managers and employees, providing guidance and support on employee relations matters, conflict resolution, and disciplinary actions.
- Promote employee engagement initiatives, such as recognition programs, employee surveys, and employee development opportunities.
- Proactively address employee concerns, foster a positive work environment, and champion employee well-being and work-life balance initiatives.
- Conduct investigations and address employee complaints or grievances in accordance with company policies and applicable laws.
3. Talent Management and Development:
- Partner with managers to identify high-potential employees and develop succession plans for key positions.
- Support the implementation of performance management processes, including goal setting, performance reviews, and career development plans.
- Facilitate training and development programs to enhance employee skills and competencies, including leadership development, technical training, and compliance training.
- Collaborate with the learning and development team to identify training needs and recommend appropriate interventions.
4. Compensation and Benefits:
- Provide guidance to managers on compensation strategies, salary reviews, and incentive programs to attract, motivate, and retain talent.
- Assist in the development and implementation of competitive and fair compensation structures and benefit programs.
- Conduct market research and benchmarking to ensure the company's compensation and benefits offerings are competitive within the industry.
- Support managers in addressing employee questions related to compensation, benefits, and payroll.
5. HR Analytics and Reporting:
- Utilize HR data and analytics to provide insights and recommendations on workforce trends, turnover rates, and other key HR metrics.
- Prepare HR reports and presentations for senior management, highlighting key findings and making data-driven recommendations for improvement.
- Collaborate with HRIS team to ensure accurate and timely data management and reporting.
