HR Manager

QUALIFICATIONS:
EDUCATIONAL ATTAINMENT
A bachelor's degree in human resources, Business Administration, Psychology, or a related field. May accept degrees in other fields, especially if the candidate has relevant experience.
PROFESSIONAL EXPERIENCE
-At least 3-5 years of experience in HR roles specifically HR Supervisor or HR Manager is typically required for a managerial position.
- Has experience in end-to-end recruitment, timekeeping, payroll, employee relations, compensation analysis, performance management, and training.
KEY SKILLS AND COMPETENCE
Strong written and verbal communication skills are essential for dealing with employees at all levels of the organization, including senior management.
-The ability to analyze HR issues and come up with effective solutions is crucial, whether in handling employee relations matters or designing HR policies.
-HR Managers must effectively manage and motivate their teams, mediate conflicts, and build relationships across various departments.
-Ability to prioritize tasks, handle multiple HR responsibilities, and meet deadlines.
-Must have knowledge in using google docs, excel etc.
-Adaptable and resilience. Has empathy and emotional intelligence for handling employees.

DUTIES AND RESPONSIBILITIES OF HR SUPERVISOR

The role of an HR (Human Resources) Manager is multifaceted and involves a wide range of duties and responsibilities that support both employees and the organization. Below are the key duties and responsibilities typically associated with an HR Manager:

1. RECRUITMENT AND STAFFING

- Identifying and analyzing staffing needs across various departments.
-Posting job vacancies, conducting interviews, and selecting candidates.
-Coordinating new hire orientations, providing training, and ensuring smooth integration into the company.

2. EMPLOYEE RELATIONS

-Addressing employee grievances and disputes, mediating when necessary.
-Implementing programs to boost morale and productivity, such as employee recognition programs.

3. COMPENSATION AND BENEFITS MANAGEMENT

-Managing employee benefits such as health insurance, retirement plans, bonuses, and other perks.
-Overseeing accurate and timely processing of employee wages and benefits.

4. TRAINING AND DEVELOPMENT

-Identifying training needs and organizing training programs to enhance employee skills.
-Ensuring employees are educated on legal compliance topics, such as workplace safety and anti-discrimination laws.

5. PERFORMANCE MANAGEMENT

-Providing regular feedback to employees and supervisors about performance and setting development goals.
-Developing and implementing performance appraisal systems to evaluate employees.

6. COMPLIANCE AND LEGAL REQUIREMENTS

-Ensuring the organization is compliant with federal, state, and local labor laws, including health and safety regulations.
-Maintaining accurate employee records, including those related to legal compliance (e.g., tax forms, contracts).

7. HR ADMINISTRATION

-Overseeing HR software and systems for payroll, performance tracking, and employee data management.
-Preparing HR reports on employee performance, turnover, and other key metrics for senior management.

8. EMPLOYEE RETENTION AND SATISFACTION

-Developing programs and initiatives that improve employee satisfaction and retention rates.