HR & Recruitment Manager

POSITION SUMMARY

This role requires someone who is flexible, enthusiastic about driving business growth, and committed to fostering a positive, collaborative work environment.

Duties & Responsibilities

The primary duties and responsibilities of the Manager - Human Resources and Recruitment include, but are not limited to, the following:

• Manage and oversee the company’s compensation and benefits programs, ensuring they are competitive, sustainable, and aligned with the business objectives and talent strategy.
• Lead the development and ongoing management of a virtual community to foster engagement, collaboration, and a sense of belonging among remote employees, ensuring a cohesive and supportive work environment.
• Initiate and supervise special interest committees to promote organizational citizenship behaviors, providing opportunities for employees to bond and engage beyond their job descriptions, fostering a family-like community within the workplace.
• Manage and lead internal communication programs to ensure employees are consistently informed about company developments, maintaining clear, open communication channels to reinforce the company’s mission, vision, and core values.
• Establish and implement HR strategies, plans, and programs that effectively communicate and support the company’s vision, mission, core values, and business objectives.
• Assess risks and develop HR strategies, plans, and programs to mitigate liability and ensure operational success.
• Create, implement, and review HR policies, procedures, systems, and frameworks to ensure alignment with the company’s vision, mission, core values, and business objectives.
• Serve as a strategic business advisor to the leadership team regarding key organizational and management issues.
• Work with the leadership team to establish a sound plan of management succession that aligns with the company’s strategy and objectives.
• Provide overall leadership and guidance to the HR function by overseeing talent acquisition and management, employee engagement, relations, performance management, and workplace learning and development. Lead the company’s GVForce team or its equivalent in planning and executing corporate events and programs.
• Develop comprehensive strategic talent acquisition and retention plans to meet the human capital needs of the company’s strategic goals.
• Drive performance management, development, and reporting, and analytics associated with these critical functions to assist in reducing turnover and managing a high-performing workforce.
• Create and drive effective corporate events, communications, organizational development, employee relations, retention, and rewards programs.
• Use superior interpersonal and communication skills to build relationships, provide clear and effective guidance, and leverage business acumen to consistently deliver results with integrity.
• Continuously seek opportunities to streamline processes, collect and utilize HR data, and improve delivery and understanding of core HR processes in areas including talent acquisition, talent management, and compensation.
• Understand the business strategy, recognize potential obstacles to success, and translate marketplace trends into business and HR initiatives that align with the business strategy.
• Ensure compliance with employment laws and HR policies, practices, and standards.
• Functional Competencies
• Ability to simplify complex issues and provide structure in ambiguous situations, quickly translating concepts into actionable results in a fast-paced, dynamic, and highly matrixed organization.
• Capacity to understand business goals and recommend innovative approaches, policies, and procedures that drive continual improvements in business objectives, productivity, and the development of human resources management programs.
• Capability to create a vision and develop a strategic action plan to achieve that vision.
• Extensive knowledge of all areas of human resources, with a strong understanding of HR management best practices and the ability to adapt these practices to different environments.
• Strong business and financial acumen, with the ability to think conceptually and process complex relationships and interdependencies, understanding their impact on customers and employees.
• Exceptional communication, analytical, and interpersonal skills, with keen attention to detail and a strong executive presence.
• Education & Work Background
• Bachelor’s degree in business, management, human resources, or a related field.
• Over five years of experience in human resources management with increasing managerial responsibilities and a proven track record of building proactive HR programs.