HR Head

Job Description: Head of Human Resources (HR)

Position Overview: The Head of Human Resources (HR) is a senior leadership role responsible for overseeing and managing all HR functions within the organization. This includes strategy development, recruitment, employee development, performance management, compensation and benefits, employee relations, and organizational development. The HR Head will ensure the organization's HR strategies align with business goals, foster a positive company culture, and contribute to the overall success and growth of the business.

Key Responsibilities:

HR Strategy & Leadership:

• Develop and implement the overall HR strategy aligned with the company’s business goals and objectives.
• Act as a trusted advisor to senior management, providing guidance on HR-related matters to support organizational growth and performance.
• Lead the HR department, setting clear goals and priorities, and ensuring effective execution of HR initiatives.
• Monitor and report on key HR metrics (e.g., turnover, retention, employee satisfaction) and adjust strategies as necessary.

Talent Acquisition & Recruitment:

• Oversee the talent acquisition process to ensure the recruitment of high-quality candidates for all levels within the organization.
• Develop and implement workforce planning strategies to ensure the right talent is available for current and future business needs.
• Collaborate with department heads to identify staffing needs and create job descriptions, ensuring alignment with business objectives.
• Lead employer branding initiatives and partnerships with recruitment agencies, universities, and other sources to attract top talent.

Employee Development & Training:

• Design and implement comprehensive employee development programs to foster skill enhancement, career growth, and leadership development.
• Oversee training initiatives and programs to ensure employees have the necessary knowledge and skills to succeed in their roles.
• Build a culture of continuous learning and improvement, providing opportunities for employees to grow both professionally and personally.

Performance Management & Employee Engagement:

• Lead the design and implementation of performance management systems that set clear expectations and ensure alignment with organizational objectives.
• Foster a performance-driven culture by ensuring that employees are regularly evaluated, rewarded, and recognized for their contributions.
• Develop and execute employee engagement programs to improve employee morale, retention, and job satisfaction.
• Address employee concerns and provide solutions to conflicts in a fair and timely manner, promoting a healthy work environment.

Compensation & Benefits:

• Oversee the development and management of competitive compensation and benefits programs to attract, retain, and motivate employees.
• Ensure that the compensation structure is aligned with industry standards and company financial goals.
• Evaluate and recommend changes to compensation and benefits packages, based on market trends, employee feedback, and business needs.
• Manage employee recognition programs, performance bonuses, and incentive plans.

Employee Relations & Compliance:

• Foster a positive and inclusive workplace culture by ensuring effective communication and collaboration between employees and management.
• Lead efforts to resolve workplace conflicts, ensuring fair and consistent handling of employee concerns or grievances.
• Ensure compliance with labor laws, health and safety regulations, and other legal requirements related to employment practices.
• Implement policies and procedures to ensure a respectful, diverse, and inclusive workplace environment.

Organizational Development & Change Management:

• Lead organizational development initiatives aimed at improving organizational effectiveness, team structures, and employee satisfaction.
• Manage change initiatives related to mergers, acquisitions, restructuring, and process improvements.
• Guide and support leadership during organizational transitions to ensure minimal disruption and maximum employee engagement.

HR Technology & Data Management:

• Oversee the implementation and management of HR software systems for streamlined HR processes, such as payroll, performance management, and employee records.
• Ensure accurate data management and reporting on key HR metrics, leveraging HR analytics to inform decision-making.
• Stay current with the latest HR technologies and trends, recommending and implementing new tools to improve HR efficiency and effectiveness.

Budgeting & Resource Management:

• Develop and manage the HR department’s budget, ensuring that resources are allocated efficiently to meet business needs.
• Monitor HR-related expenses and identify areas for cost optimization without compromising on quality or employee experience.

Leadership Development & Succession Planning:

• Design and implement leadership development programs to identify and nurture future leaders within the organization.
• Develop and manage succession planning to ensure business continuity and leadership transitions.
• Mentor and coach senior management to enhance their leadership skills and effectiveness.

Required Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Psychology, or a related field (Master’s degree or HR certification preferred).
• Minimum of 8-10 years of progressive experience in HR, with at least 5 years in a senior HR leadership role.
• Strong knowledge of HR practices, employment laws, and compliance requirements.
• Proven experience in talent management, employee development, performance management, and organizational design.
• Strong interpersonal and communication skills, with the ability to influence and build relationships at all levels of the organization.
• Leadership skills with the ability to inspire, motivate, and lead HR teams.
• Strong business acumen with the ability to align HR strategies with organizational goals.
• Experience with HR software, HRIS systems, and data analytics tools.

Preferred Skills:

• Experience in change management and organizational development.
• Ability to work in a fast-paced, dynamic environment while managing competing priorities.

Working Conditions:

• Full-time position with flexibility for some remote work or office-based work depending on company policy.
• Occasional travel may be required to company locations or HR conferences.