Job Description

1.Talent Acquisition

• Creating effective hiring and recruitment processes. As a matter of fact, this is necessary to ensure the success of the organization
• Acquiring the right talent that is essential to build a strong company.
• Organizing job fairs to attract potential talent is a crucial aspect of the recruitment process. Simply put, the role of HR manager is vital for
• Ensuring the hiring processes run smoothly and efficiently.Equally important is providing a positive experience to the candidates to drive successful hiring outcomes.
• Outlining the responsibilities, qualifications, and expectations for each role within the organizationthat helpsin attracting suitable candidateswho suit the organization’s culture and requirements.

2.Design & Effective Onboarding and Training Programs

• Design comprehensive onboarding programs and facilitate training and development initiatives to ensure that the new hires feel welcome and supported.
• Assist the new hiresto get better equipped to transition into their new roles smoothly.
• Maintain employee files and supporting records in a timely manner.

3.Develop Employee Retention Strategies

• Implementing initiatives to improve employee satisfaction and engagement.
• Creating strategies for higher retention rates.
• Conducting exit interviews, analysingemployee feedback, and proactively addressing any issues or concerns raised by employees.

4.Manage Compensation and Benefits

• Implementing competitive compensation and benefits packages to attract and retain talented employees.
• Benchmarkingsalaries to ensure employees are fairly compensated for their skills and contributions.

5.Payroll and Attendance

• Keeping records of employee attendance, syncing them with regional holiday norms, registering productivity hours, generating payroll-ready information, and preventing non-compliance
• Monitoring the attendance of all employees and identifying patterns that indicate the need for targeted interventions.
• Maintains payroll information by designing systems; directing the collection, calculation, and entering of salary data.

6.Setting an Ideal Work Culture

• Buildingand maintaining an ideal work culture within the organization. Actively promote a positive work culture by implementing rewards and recognition programs.
• Cultivate a culture that values diversity and inclusionandencouragesopen communication and respect.
• Create an environment where employees can thrive and contribute their bestwhilefostering an environment of respect, including diversity and inclusion
• Regularly assess and refine the work culture to ensure it aligns with the organization’s overall mission and vision.

Requirements:

• Master’s degree or Bachelor’s degree in Human Resources
• Demonstrated effectiveness in written and verbal communication
• Proficiency in Microsoft Office applications and Human Resources Information Systems (HRIS)
• Knowledge of compensation strategy, performance management, employee relations, safety practices and talent acquisition, and the ability to apply this information in a manner that is compliant with relevant employment law
• Experience with creating a culture of engagement, collaboration and teamwork
• Capable of compiling and analysing employment data to guide strategic planning
• Strong alignment with the mission and values of our employee-owned cooperative, and a passion for contributing to a company that is dedicated to making a positive impact on society