Recruitment and Selection: Oversee the recruitment process, including job postings, candidate sourcing, screening, interviewing, and hiring. Collaborate with hiring managers to identify staffing needs and ensure that qualified candidates are hired efficiently. Employee Onboarding and Offboarding: Develop and implement onboarding programs to integrate new hires into the organization effectively. Conduct orientation sessions, facilitate introductions to key team members, and ensure that new employees have the necessary resources to succeed. Manage the offboarding process, including exit interviews and exit procedures. Employee Relations: Act as a liaison between employees and management to address workplace issues, conflicts, and concerns. Provide guidance on employee relations matters, including performance management, disciplinary actions, and conflict resolution. Promote a positive work environment and employee morale. Performance Management: Develop and administer performance management systems to evaluate employee performance, set performance goals, and provide feedback. Coordinate performance appraisals, performance improvement plans, and recognition programs to drive employee engagement and productivity. Training and Development: Identify training and development needs within the organization and design training programs to enhance employee skills and competencies. Coordinate employee training initiatives, workshops, and professional development opportunities to support career growth and succession planning. Compensation and Benefits: Manage compensation and benefits programs, including salary administration, incentives, and employee benefits such as health insurance, retirement plans, and paid time off. Ensure that compensation and benefits packages are competitive and aligned with industry standards. HR Policies and Compliance: Develop, implement, and enforce HR policies, procedures, and guidelines in compliance with employment laws and regulations. Stay informed about changes in labor laws and ensure that HR practices are consistent with legal requirements. Employee Engagement and Retention: Develop and implement strategies to promote employee engagement, satisfaction, and retention. Conduct employee surveys, focus groups, and feedback sessions to gather insights and address employee needs and concerns. HR Analytics and Reporting: Utilize HR data and analytics to track key metrics, trends, and patterns related to recruitment, retention, turnover, and employee satisfaction. Prepare reports and presentations for management to inform decision-making and strategic planning. Employee Safety and Wellness: Ensure compliance with health and safety regulations and promote a safe work environment for employees. Coordinate wellness programs, employee assistance programs, and initiatives to support employee health and well-being. HR Technology and Systems: Oversee the implementation and maintenance of HRIS (Human Resources Information Systems) and other HR technology solutions. Leverage technology to streamline HR processes, improve data accuracy, and enhance employee experiences. Strategic HR Planning: Contribute to strategic HR planning initiatives and collaborate with senior management to align HR objectives with organizational goals. Participate in workforce planning, succession planning, and organizational development efforts to support business growth and sustainability.