Senior Manager- Human Resources

Job Description

Position Overview:

The Senior Manager - Human Resources plays a pivotal role in ensuring the effective management of the organization's human capital. They are responsible for overseeing all aspects of the human resources function, from recruitment and talent management to employee relations and compliance.

Core Roles and Responsibilities: 70%

Talent Acquisition and Recruitment:

· Develop and implement recruitment strategies to attract qualified candidates for various positions within the nonprofit.

· Oversee the hiring process, including job postings, candidate screening, interviews, and reference checks.

· Collaborate with hiring managers to ensure timely and efficient onboarding of new employees.

Employee Development and Training:

· Identify staff training needs and coordinate relevant professional development programs.

· Work with department heads/ managers to create individualized development plans for employees to enhance their skills and performance.

· Organize workshops, seminars, and training sessions to foster continuous learning and skill improvement.

Performance Management:

· Implement performance appraisal systems to evaluate employee performance and contributions.

· Advise managers on performance-related matters and support them in conducting performance reviews.

· Assist in developing performance improvement plans for employees who require additional support.

Employee Relations and Engagement:

· Address employee concerns, grievances, and conflicts in a fair and compassionate manner.

· Promote a positive work culture and implement initiatives to boost employee morale and engagement.

· Conduct employee satisfaction surveys and use feedback to improve organizational practices.

Compensation and Benefits:

· Oversee the administration of employee benefits.

· Conduct market research to ensure the compensation packages remain competitive and in line with industry standards.

· Review and update the organization's compensation and benefits policies as needed.

Policy Development and Compliance:

· Develop and update HR policies, procedures, and employee handbooks in accordance with labor laws and regulations.

· Ensure compliance with federal, state, and local employment laws, reporting requirements, and record-keeping.

· Keep abreast of changes in labour laws and update organizational practices accordingly.

Employee Safety and Well-being:

· Implement workplace safety programs and policies to maintain a safe and healthy work environment.

· Collaborate with management and relevant stakeholders to address issues related to employee well-being and work-life balance.

Employee Retention and Succession Planning:

· Analyze employee turnover trends and develop retention strategies to minimize attrition.

· Work with management to identify potential successors for key positions and develop succession plans.

Diversity, Equity, and Inclusion (DEI) Initiatives:

· Champion diversity, equity, and inclusion efforts within the organization to create an inclusive and equitable workplace.

· Collaborate with management to develop and implement DEI initiatives and programs.

HR Reporting and Data Analysis:

· Prepare HR reports and metrics on key HR indicators, such as turnover, training, and recruitment.

· Use data analytics to identify trends, challenges, and opportunities for HR process improvement.

Link Responsibilities: 15%

· Collaborate with the programs and other teams to create people management strategies aligned with the organization's overall goals.

· Network with other nonprofit organizations to explore people management best practices.

Systemic Responsibilities: 15%

· Engage in upholding and strengthening the core values of the organisation, foster transparent and open feedback system.

· Actively assist the leadership in fostering a work culture embedded in the core values in principles of the organisation.

Eligibility Criteria

Candidate Profile: Apply Here

Qualifications and Experience:

? A master’s degree in Human Resource Management or related discipline is preferred, with minimum 12-15 years of working experience in non-profits.

? Relevant certifications on organisational development, mentoring and coaching will be an added advantage.

Skills and competencies:

· Possess a strong understanding of HR principles, best practices, and current trends in the nonprofit sector.

· Proven ability to develop effective recruitment strategies, attract diverse and qualified candidates, conduct interviews, and make sound hiring decisions that align with the organization's mission and culture.

· Excellent interpersonal and communication skills to foster positive employee relations, address conflicts, and handle sensitive employee matters with empathy and professionalism.

· Experience in designing and implementing performance appraisal systems, providing constructive feedback, and supporting employee development to enhance performance.

· Proficiency in identifying training needs, planning and delivering training programs, and fostering a culture of continuous learning and skill enhancement within the nonprofit.

· Ability to develop and implement initiatives that promote employee engagement, boost morale, and create a positive work environment to enhance staff satisfaction and retention.

· Experience in developing and updating HR policies, handbooks, and procedures in alignment with legal requirements and industry standards.

· Competency in collecting and analysing HR data, preparing HR reports, and using data insights to inform decision-making and strategic planning.

· Ability to facilitate conflict resolution and mediate disputes between employees or teams effectively and impartially.

· Commitment to promoting diversity, equity, and inclusion within the organization, with experience in implementing DEI initiatives and fostering an inclusive workplace culture.

· Capacity to align HR strategies with the organisation's overall mission, vision, and goals, contributing to the achievement of organizational objectives.

· Strong leadership and managerial skills to lead and motivate HR teams, foster collaboration, and promote professional growth among team members.

Desired Candidate Profile

Post Graduation - MBA/PGDM

Candidate Profile: