Strategic HR Planning: Develop and implement HR strategies, policies, and initiatives that support the organization's overall objectives and business goals. Align HR practices with the company's mission, vision, and values to foster a positive workplace culture and drive employee engagement and retention. Recruitment and Talent Acquisition: Lead the recruitment and hiring process, including workforce planning, job postings, candidate sourcing, interviewing, and selection. Develop effective recruitment strategies to attract and retain top talent, ensuring that the organization has the right people in the right roles. Employee Onboarding and Orientation: Develop and facilitate comprehensive onboarding programs to integrate new employees into the organization. Coordinate orientation sessions, training programs, and introductions to company policies, procedures, and culture to promote a smooth transition and enhance employee engagement. Employee Relations: Serve as a point of contact for employee relations issues, conflicts, and grievances. Provide guidance, support, and resolution strategies to address employee concerns, promote positive work relationships, and maintain a respectful and inclusive work environment. Performance Management: Implement performance management systems and processes to assess employee performance, provide feedback, and set goals and objectives. Conduct performance evaluations, performance appraisals, and coaching sessions to support employee development and career growth. Training and Development: Identify training needs, design training programs, and facilitate learning initiatives to enhance employee skills, competencies, and job performance. Coordinate professional development opportunities, workshops, and seminars to support continuous learning and career advancement. Compensation and Benefits Administration: Manage compensation and benefits programs, including salary structures, bonuses, incentives, and employee benefits such as health insurance, retirement plans, and wellness programs. Ensure competitive and equitable compensation practices to attract and retain talent. HR Compliance and Regulations: Stay informed about employment laws, regulations, and industry standards to ensure compliance with legal requirements. Develop and update HR policies, procedures, and employee handbooks to reflect current laws and best practices in employment practices. Employee Engagement and Retention: Implement initiatives and programs to enhance employee engagement, satisfaction, and retention. Foster a positive work environment, recognize employee contributions, and address factors that impact morale and motivation. Succession Planning: Develop and implement succession planning strategies to identify and develop internal talent for key roles and leadership positions. Identify high-potential employees, create development plans, and facilitate career progression opportunities within the organization. HR Analytics and Metrics: Utilize HR data and metrics to analyze trends, track key performance indicators, and inform decision-making. Generate reports and dashboards on HR metrics such as turnover rates, recruitment metrics, and employee satisfaction surveys to assess HR effectiveness and identify areas for improvement. Change Management: Lead change management initiatives and organizational development efforts to support business transformation, mergers and acquisitions, and organizational restructuring. Communicate effectively with employees, stakeholders, and leaders to manage change and minimize resistance.