Human Resources Manager

Roles and responsibilities

Our client is looking for a Human Resource Manager from Retail strong background from perfume industry.

who can take responsibilities and partner with the organization on strategic initiatives. They will maintain and enhance the organization's human resources by planning, implementing, and evaluating human resources policies, programs, and practices.

Responsibilities

• Recruit and Onboard new hires Conduct performance management and provide feedback Manage Payroll and benefits for employees.
• Coordinating with PRO for visa-oriented procedures and execution of all legal aspects of recruitment. Conducting orientation and training for new joiners and employees.
• Coordinate all the training programs.
• Ensure that the Performance Improvement Review process is effectively implemented and that objectives are in place. Administer mid-year and annual appraisals on time and consolidate the report.
• Development, implementation and monitoring the effectiveness of HR processes, policies and practices. To achieve building of a strong people organization through institutionalized people policies, processes and systems & ensure effective communication to staff members. Ensure full compliance in the standard operating procedures

Qualifications

• Bachelor's degree or relevant experience
• 5+ years' experience in Human Resources
• Retail (Fragrance background is a must)
• Arabic speaking can be an advantage
• Strong recruiting and demonstrated ability to improve talent acquisition strategies
• Demonstrated expertise training managers and employees
• Strong organizational, critical thinking and communications skills
• Attention to detail and good judgement

Desired candidate profile

1. Recruitment and Talent Acquisition

   • Developing job descriptions, posting vacancies, and conducting interviews.
   • Implementing strategies to attract and retain top talent.

2. Employee Relations

   • Addressing workplace issues, resolving conflicts, and fostering a positive work environment.
   • Acting as a mediator between employees and management.

3. Performance Management

   • Designing and implementing performance appraisal systems.
   • Coaching managers on giving feedback and improving employee performance.

4. Compensation and Benefits

   • Developing competitive salary structures and benefits packages.
   • Ensuring compliance with labor laws and regulations related to payroll and benefits.

5. Training and Development

   • Identifying skills gaps and designing training programs to address them.
   • Facilitating leadership development initiatives and succession planning.

Strategic and Analytical Skills

1. Workforce Planning

   • Forecasting staffing needs based on business objectives.
   • Analyzing turnover rates and implementing retention strategies.

2. HR Metrics and Analytics

   • Monitoring key metrics like employee satisfaction, turnover, and time-to-hire.
   • Using data to inform HR strategies and decisions.

3. Change Management

   • Supporting organizational changes such as restructuring, mergers, or new policy implementation.
   • Communicating changes effectively to employees and stakeholders.

Soft Skills

1. Communication Skills

   • Verbal: Explaining policies, conducting interviews, and facilitating discussions.
   • Written: Drafting policies, employee handbooks, and formal communications.

2. Leadership and Influence

   • Leading HR teams and influencing organizational leaders to adopt effective HR practices.
   • Acting as a trusted advisor to management on people-related matters.

3. Conflict Resolution

   • Mediating disputes and finding solutions that align with company policies and employee satisfaction.

4. Empathy and Emotional Intelligence

   • Understanding employee needs and addressing concerns with compassion.
   • Balancing organizational goals with employee well-being.

Technical Skills

1. HR Software Proficiency

   • Using tools like Workday, BambooHR, or ADP for managing HR processes.
   • Familiarity with Applicant Tracking Systems (ATS) and payroll software.

2. Knowledge of Labor Laws and Compliance

   • Staying updated on employment laws, health and safety regulations, and anti-discrimination policies.
   • Ensuring organizational compliance to avoid legal risks.

3. Policy Development

   • Creating and enforcing HR policies and procedures that align with organizational values and legal requirements.