A-Class Marble - Chief Human Resource Manager (7-10 yrs)

Profile Chief Human Resource Manager

Is responsible for providing strategic leadership in the planning and execution of human resource functions, ensuring alignment with the organizations business goals.

1. Talent Acquisition

2. Training and Development

3. Employee Engagement

4. Performance Management

5. Organizational Culture

6. Compliance with Labor Laws and Regulations

7. Driving Initiative That Foster a High- Performance Culture Promote Diversity

8. Enhance Organizational Growth.

9. Employer brand image development.

KRA:

1. Strategic HR Leadership: Develop and execute HR strategies that support the organization goals. Collaborate with executive team to integrate HR Initiatives into the broader business strategy.

2. Talent Management: Oversee talent acquisition, development and retention strategies. Design succession planning and leadership development programs. Create Strategies for diversity, equity and inclusion DEI

3. Organizational Development & Culture:

a. Shape the organizational culture to align with business values and objectives.

b. Lead change management initiatives during periods of transformation or restructuring.

4. Performance Management: Implement performance management systems that foster employee growth and align with business objectives.

5. Oversee compensation, rewards, and recognition programs

a. Employee Relations & Engagement Promote a positive work environment and employee well-being.

b. Resolve conflicts and manage employee relations issues.

c. HR Compliance & Risk Management Ensure compliance with labor laws, regulations, and HR policies.

6. Manage HR-related risks, including workforce planning, health and safety, and employee data privacy

a. HR Technology & Analytics Leverage HR data and analytics to inform decision-making.

b. Implement and manage HR technology systems (e.g., HRIS, payroll systems) to improve efficiency.

c. Budgeting & Resource Allocation Manage the HR budget and ensure cost-effective use of resources for HR initiatives.

d. oversee vendor relationships (e.g., with recruitment firms, benefits providers).

- Manage HR-related risks, including workforce planning, health and safety, and employee data privacy

- HR Technology & Analytics Leverage HR data and analytics to inform decision-making.

- Implement and manage HR technology systems (e.g., HRIS, payroll systems) to improve efficiency.

- Budgeting & Resource Allocation Manage the HR budget and ensure cost-effective use of resources for HR initiatives.

- Oversee vendor relationships (e.g., with recruitment firms, benefits providers).

KPIs:

Talent Acquisition & Retention:

Time to hire

- cost per hire employee

- turnover rate

- new hire retention rate

Employee Engagement & Satisfaction: Employee engagement score

- employee net promoter score

Employee Absenteeism Rate

- Internal Promotion Rate

- Learning & Development

- Training participation Rate

- Training ROI

- Employee development plans

- Diversity, Equity & Inclusion:

- Diversity hiring rate:

- gender pay gap

- DEI training participation

- Representation in Leadership

- Performance & Productivity

- revenue per employee

- performance improvement plans Completion Rate

- High performer retention rate

HR Operational Efficiency:

- HR cost per employee

- HR service delivery Metrics

- HR technology Utilization

Compliance & Risk Management:

- Compliance Audit Results

- work place safety Incidents

- Legal cost

Succession Planning:

- succession Coverage Rate

- Leadership pipeline