Hr Manager

Establishing of URDA HR department:   The Human Resources Manager will demonstrate leadership in communicating URDA goals, programs, and processes. Creating of a manual, which includes the policies, procedures, and practices. Coordinate and enforce HR policies, processes, systems and reporting activities. Circulating the manual and enforce its content in coordination with the executive manager, PM Manager, department mangers and the branch managers.   Maintains the work structure by updating job requirements and job descriptions for all positions. Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes. Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.  Analyze, monitor and improve diversity administration education, training, staffing, communication, affirmative action planning & development, and diversity culture building Responsible for ensuring that appropriate training opportunities are provided to employees to further personal, career, and organizational development. Work with leaders and employees to establish and maintain a positive work environment driving employee engagement, which encourages the full use of diverse talents and abilities; act as an employee advocate; development and execution of a communication rhythm to ensure that effective two-way communication takes place Ensure compensation packages are competitive with the local area. Work with corporate compensation to recommend and implement benefits/compensation programs, which respond to the changing work force and provide a competitive advantage. Responsible for managing the HR departmental budget. Coach and counsel managers and supervisors in the plant regarding employee and labor relations issues in order to enable them to address employee issues at the floor level.  Provide career planning and development counsel to employees and managers using Human Resources Planning platforms such as Performance Management (PMP) and Individual Development Planning (IDP).  Ensure consistent delivery of benefit programs in partnership with the corporate benefits department. Support the staffing process including sourcing, interviewing, job offers and new employee orientation. Measure plant-staffing effectiveness including turnover analysis and action planning. Building of a documentation system (personnel files, HR records, Decisions,…). Design of competencies framework, technical & Behavioral. Implements and annually updates compensation program; rewrites job descriptions as necessary; conducts annual salary surveys and develops merit pool (salary budget); analyzes compensation; monitors the performance evaluation program and revises as necessary.