Job Description

-Analyze and modify compensation and profit policies to create competitive programs in accordance with legal requirements -Hiring and recruiting staff, interviewing and selecting applicants -Planning, guidance, supervision and coordination of work of subordinates and employees related to employment, compensation, labor relations and employee relations -Planning, organizing, directing, controlling or coordinating employee activities, training, or working relationships of an organization -Compensation Management, Benefits and Performance of Management Systems, and Safety and Recreation Programs -Current and future staff information about policies, job responsibilities, working conditions, wages, promotional opportunities and employee benefits. -Analyze data and statistical reports to identify and identify the causes of personnel problems and provide recommendations for improving the policies and practices of the staff of the organization -Preparing and tracking the budget for personnel operations. Maintaining records and collecting statistical reports related to personnel data such as recruitment, transfer, performance evaluation and absenteeism -Study rules, arbitration decisions, and collective collection contracts to evaluate industry trends -Identify measures or system performance indicators and measures required to improve or modify performance relative to system objectives -Developing and implementing HR initiatives in line with organizational objectives -Leading the organization’s HR departments: including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management HR information systems (HRIS) and financial planning of the department -Contributing to long-term goals around business and people development, including succession planning -Developing company well-being, health and counselling policies -Leading the analysis of employee feedback and data, with the aim of creating a better working environment and engaged culture -Creating and managing the HR department’s annual budget -Conducting wage surveys within local market to determine competitive wage rate -Taking oversight of the company’s culture -Reporting directly to CEO and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters