Summary

Responsibilities

Talent Acquisition and Recruitment and Retention Strategy:

• Collaborate with department heads and hiring managers to identify staffing needs and develop effective recruitment strategies aligned with the company's objectives.
• Implement innovative sourcing methods to attract diverse talent pools while ensuring compliance with donor and organization guidelines.
• Take the lead in the candidate sourcing, screening, selection, and interview process, as well as onboarding and documentation.
• Contribute to the design and execution of training and development initiatives tailored to the needs of the organization.
• Analyze HR metrics, generate insightful reports, and present findings to aid decision-making processes related to talent management within the organization.
• Identify opportunities for refining talent management practices, and contributing to the enhancement of HR systems, policies, and procedures to ensure effectiveness and efficiency.

Compensation and Benefits Management

• Monitor market trends and industry standards to ensure the organization's salary structure remains competitive and compliant with relevant regulations.
• Administer employee benefits programs, including health insurance, retirement plans, wellness initiatives, and other supplementary benefits.
• Develop, update, and communicate compensation and benefits policies, ensuring compliance with relevant labor laws,regulations, and internal policies.

Employee Relations Management and Performance Management

• Serve as the primary point of contact for employees seeking guidance on workplace issues, conflict resolution, and grievances.
• Support the performance management process by advising managers on handling performance- related issues, including disciplinary actions, warnings, and terminations when necessary.
• Collaborate with HR and management to develop strategies to enhance employee engagement and foster a positive organizational culture.
• Participate in the design, implementation, and maintenance of performance management systems and processes within the organization; Coordinate performance appraisal cycles, ensuring timely and objective assessments of employee performance against set goals and competencies.

Education and Qualifications

• Bachelor’s degree in human resources management or a related field.
• A master’s degree or additional certifications are advantageous.

 

Requirements

• Minimum of seven years’ experience as an HR Generalist, including three years at the supervisory level.
• Proven experience in recruitment and selection processes, preferably within a large company or corporate environment.
• Experience in salary administration, compensation, and benefits management, preferably within a large organization.
• Experience in employee relations or a related HR function, preferably in a similar capacity within a corporate setting.
• Experience in performance management, performance evaluation methodologies, goal-setting techniques, and performance improvement strategies.

Characteristics

• Strong understanding of HR principles, recruitment methodologies, and talent development strategies
• Sound knowledge of employment laws, regulations, and best practices pertaining to employee relations.
• Proficiency in HRIS, data analysis tools, and reporting techniques to support decision-making.
• Excellent communication skills, both written and verbal, with the ability to engage effectively with diverse stakeholders.
• Ability to work independently, manage priorities efficiently, and handle multiple projects simultaneously.
• Commitment to upholding ethical standards, maintaining confidentiality, and adhering to organizational and donor policies.

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