Chief HR Officer (CHRO) Job Description
Human Resources Director Job Description
HR Coordinator Job Description
Recruitment Manager Job Description
HR Operations Manager Job Description
HR & Admin Officer Job Description
Compensation and Benefits Manager Job Description
Training Manager Job Description
| Chief HR Officer (CHRO) Job Description |
| Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
Pay Scale/ Grade/Band/Level/: |
Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: Chief HR Officer (CHRO) Job Summary Chief Human Resources Officer (CHRO) is expected to lead the HR department. CHRO responsibilities include designing and evaluating career paths, overseeing all HR functions and crafting strategies that meet the business goals. Someone who can contribute in transformation of the organization into a modern, productive and inclusive workspace. Duties & Responsibilities -Craft talent acquisition strategies to build strong pipelines for future hiring needs -Formulate career development plans Talent management and succession planning -Promote inclusion in the workplace and reinforce position as an equal opportunity employer -Ensure hiring, onboarding and management procedures are effective for diverse groups -Lead employer branding efforts (like recruitment marketing) -Supervise HR Directors -Evaluate training and development programs -Develop HR policies for all branches, countries, regions -Analyze the effectiveness of HR procedures and tools -Ensure HR plans align with mission and business objectives of the organization |
Person Specification -Work experience as a Chief HR Officer, VP of HR or similar role -Experience in strategic planning In-depth knowledge of all HR functions -Hands-on experience with HR software (HRIS, ATS) -Good understanding of labor legislation -Excellent leadership abilities -Communication and problem-solving skills -Bachelors/Masters Degree in Human Resources Management, Organizational Psychology or relevant field Certification like CIPD, SPHR or CHRML (Certified HRM Leader) will be preferred. |
| Human Resources Director Job Description |
| Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: Human Resources Director Job Summary Duty of Human Resources Director is to ensure that all human resources (HR) operations are carried out smoothly and effectively. The HR Director is responsible for developing HR strategies and providing sound advice to senior management on all related subjects. An HR Director must be an experienced professional with deep knowledge of all matters concerning HR departments. Someone who is able to manage programs and lead staff while also possessing a strong strategic mindset. The goal is to ensure that all HR needs of the company are being met and are aligned with all business objectives. Duties & Responsibilities -Develop corporate plans for a variety of HR matters such as compensation, benefits, health and safety, leave, vacation etc. -Act to support the human factor in the company by devising strategies for performance evaluation, staffing, training and development etc. -Oversee all HR initiatives, systems and tactics -Supervise the work of HR personnel and provide guidance Serve as the point of contact for employment relations and communicate with labor unions -Monitor adherence to internal policies and legal standards -Deal with grievances and violations invoking disciplinary action when required -Anticipate and resolve litigation risks -Report to senior management by analyzing data and using HR metrics |
Person Specification -3-5 years experience as HR Director -Full understanding of the way an organization operates to meet its objectives -Excellent knowledge of employment legislation and regulations -Thorough knowledge of human resource management principles and best practices -A business acumen partnered with attention to the human element -Knowledge of data analysis and reporting -Excellent organizational and leadership skills -Outstanding communication and interpersonal skills -Diligent and firm with high ethical standards -Bachelor Degree in human resources, business administration or relevant field; MBA/Masters Degree in human resources will be a plus |
| HR Manager Job Description |
| Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Job Title: HR Manager Job Summary An HR Manager is to oversee all aspects of human resources practices and processes. The role involves, managing activities such as job design, recruitment, employee relations, performance management, training & development and talent management. The job of HR Manager is important to business success. He/She has to play a vital role to insure that the objectives of workforce are aligned with the established mission and objectives of the organization. Promoting corporate values and shaping a positive culture is a vital aspect of an ideal candidate for HR Manager Job. Duties & Responsibilities -Develop and implement HR strategies and initiatives aligned with the overall business strategy -Bridge management and employee relations by addressing demands, grievances or other issues -Manage the recruitment and selection process -Support current and future business needs through the development, engagement, motivation and preservation of human capital -Develop and monitor overall HR strategies, systems, tactics and procedures across the organization -Nurture a positive working environment -Oversee and manage a performance appraisal system that drives high performance -Maintain pay plan and benefits program -Assess training needs to apply and monitor training programs -Report to management and provide decision support through -HR metrics Ensure legal compliance throughout human resource management |
Person Specification -3-5 years solid experience as HR Manager or leadership role in HR Department -People oriented and results driven -Demonstrable experience with Human Resources metrics -Knowledge of HRIS systems and databases -Ability to develop and implement strategy along with leadership skills -Excellent active listening, negotiation and presentation skills -Competence to build and effectively manage interpersonal relationships at all levels of the company -In-depth knowledge of labor law and HR best practices -Bachelors/ Masters Degree in Human Resources or related field -CIPD, SHRM or HRM Leaders certification is an advantage |
| HR Generalist Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Job Title: HR Generalist Job Summary HR Generalists have a broad knowledge of human resources functions, from hiring to on boarding and from employee compensation to evaluation, a passion for HR, familiar with labor laws and statutory compliances. Role of an HR Generalist is not one-dimensional, it is to undertake a wide range of HR tasks, like organizing trainings, administering employee benefits and leaves and crafting HR policies, operating Human Resources Information Systems to ensure all employee records are up-to-date and confidential, acting as the main point of contact for employees’ queries on HR-related topics. Duties & Responsibilities -Administer compensation and benefit plans -Assist in talent acquisition and recruitment processes -Conduct employee on boarding and help organize training & development initiatives -Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise -Promote HR programs to create an efficient and conflict-free workplace -Assist in development and implementation of human resource policies -Undertake tasks around performance management -Gather and analyze data with useful HR metrics, like time to hire and employee turnover rates -Organize quarterly and annual employee performance reviews -Maintain employee files and records in electronic and paper form -Enhance job satisfaction by resolving issues promptly, applying new perks and benefits and organizing team building activities -Ensure compliance with labor regulations |
Person Specification -1-3 years experience as an HR Generalist -Understanding of general human resources policies and procedures -Good knowledge of employment/labor laws -Outstanding knowledge of MS Office; HRIS systems (e.g. PeopleSoft, SAP HR, AceHRMS, Microsoft GP, etc.) will be a plus -Excellent communication and people skills -Aptitude in problem-solving -Desire to work as a team with a results driven approach -Bachelor Degree in HR Management or Business administration or relevant field -CIPD, SHRM or HRM Leaders certification is an advantage |
| HR Coordinator Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: HR Coordinator Job Summary A Human Resources (HR) Coordinator has to undertake a variety of HR administrative duties including but not limited to; facilitating daily HR functions, keeping track of employees’ records, supporting the interview process, performing tasks to support appraisals. The ideal candidate should have a broad knowledge of Human Resources as well as general administrative responsibilities. He/ She will be able to work autonomously and efficiently to ensure the end-to-end running of HR projects and operations. Duties & Responsibilities -Respond to internal and external HR related inquiries or requests and provide assistance -Redirect HR related calls or distribute correspondence to the appropriate person of the team -Maintain records of personnel-related data (payroll, personal information, leaves, turnover rates etc.) in both paper and the database and ensure all employment requirements are met -Liaise with other departments or functions -Support the recruitment/hiring process by sourcing candidates, performing background checks, assisting in short listing, issuing employment contracts etc. -Assist supervisors in performance management procedures -Schedule meetings, interviews, HR events etc. and maintain the team’s agenda -Coordinate training sessions and seminars -Perform orientations, on boarding and update records with new hires -Produce and submit reports on general HR activity -Assist in ad-hoc HR projects, like collection of employee feedback -Support other functions as assigned |
Person Specification -1-3 years experience as an HR coordinator or relevant human resources/administrative position -Knowledge of human resources processes and best practices -Strong ability in using MS Office (MS Word, MS Excel and MS Powerpoint, in particular) -Experience with HR databases and HRIS systems -In-depth understanding of sourcing tools, like resume databases and online communities -Familiarity with social media recruiting -Outstanding communication and interpersonal skills -Ability to handle data with confidentiality -Good organizational and time management skills -CIPD, SHRM or HRM Leaders certification is an advantage -Bachelors Degree in HR Management or Business Administration or relevant field |
| Recruitment Manager Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: Recruitment Manager Job Summary Recruitment Manager is responsible for designing and overseeing company’s hiring process. Recruitment manager supervises the recruiters to manage sourcing, interviewing and employment processes. Recruitment manager should have a HR academic background and experience screening and evaluating candidates. Candidates should also be knowledgeable about labor legislation. The ideal candidate is a team leader who is able to make effective decisions quickly Duties & Responsibilities -Update current and design new recruitment procedures -Supervise the team of recruiters and report on its performance -Keep track of recruitment metrics (for example, time-to-hire and cost-per-hire etc.) -Design and Implement candidate sourcing procedures -Manage recruitment software and when needed suggests the best options of recruitment software for company needs -Research and choose job advertising options -Advise hiring managers on interviewing techniques -Recommend ways to improve the employer brand -Coordinate with department managers to forecast future hiring needs -Stay up-to-date on labor legislation and inform recruiters and managers about changes in regulations -Participate in job fairs and career events -Build the company’s professional network through relationships with HR professionals, career centers of universities and colleges for campus hiring, and other partners |
Person Specification -3-5 years work experience as a Recruitment Manager, Recruitment Consultant or Recruitment Coordinator -Hands-on experience with Applicant Tracking Systems and HR databases -Knowledge of labor legislation -Experience with (phone and in-person) interviews, candidate screening and evaluation -Familiarity with social media and other professional networks -Excellent verbal and written communication and team management skills Strong decision-making skills -Bachelors Degree in Human Resources Management or Organizational Psychology -CIPD, SHRM or HRM Leaders certification is an advantage |
| HR Operations Manager Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: HR Operations Manager Job Summary Job responsibilities of HR Operations Manager include reviewing and approving budgets, implementing new company policies and maintaining internal HR systems. Duties & Responsibilities -Set objectives for the HR team and track progress -Monitor internal HR systems and databases -Review and approve or modify budgets -Design and implement company policies -Monitor key HR metrics -Act as a consultant to managers and staff regarding policies and procedures -Create detailed reports on HR costs -Recommend new software to address personnel needs, like performance review tools -Lead HR projects like compensation plans revisions -Implement functional HRMS and internal databases across all departments and locations -Oversee the payroll and performance evaluation systems -Design company policies and procedures -Review and update the employment contracts and agreements -Prepare budgets by department -Track key HR metrics like cost per hire and retention rates -Manage internal communication projects (like job satisfaction surveys) -Measure the effectiveness of the benefits programs and recommend improvements -Coordinate employee training and development initiatives -Ensure the record keeping and data processing procedures comply with GDPR requirements -Address employees’ queries (e.g. on compensation and labor regulations |
Person Specification -Proven work experience as an HR Operations Manager, HR Manager or similar role -Good knowledge of labor law -Hands-on experience with Human Resources Information Systems -Experience designing compensation and benefits packages -Ability to develop clear and fair company policies -Excellent analytical and decision-making abilities -Team management skills -Bachelors Degree in Human Resources Management or relevant field -CIPD, SHRM or HRM Leaders certification is an advantage |
| HR & Admin Officer Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: HR & Admin Officer Job Summary The HR & Admin Officer will support the day-to-day activities of the Human Resources department. HR & Admin Officer responsibilities include processing employee data, updating company policies and assisting in the hiring process. The ideal candidate should have solid organizational skills and be familiar with HR functions. Duties & Responsibilities -Maintaining physical and digital personnel records like employment contracts and employee requests -Update internal databases with new hire information Create and distribute guidelines to employees about company policies and procedures -Gather payroll data like attendance sheets, overtime sheets and bank accounts -Schedule job interviews and contact candidates as needed -Prepare reports and presentations on HR-related metrics like total number of hires by department -Develop training and onboarding material -Respond to employees’ questions about benefits (for example, number of vacation days they’re eligible for, employee leave, gratuity, end of service payments etc.) |
Person Specification -Work experience as an HR & Admin Officer, HR Administrative Assistant or similar role -Familiarity with Human Resources Information Systems (HRIS) -Basic knowledge of statutory compliance and labor laws especially labor laws of local region -Experience using spreadsheets, ms excel, ms word, ms power point like ms office applications -Organizational skills Good verbal and written communication skills -Bachelors Degree in Human Resources Management or relevant field |
| HRIS Manager Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Supervising (Write here, Job Titles of Employees directly reporting to this Job Title into the Organizational Structure): |
Job Title: HRIS Manager Job Summary The ideal HRIS Manager has expertise of data management, maintaining databases into HR Software system and is acquainted with operations of a variety of HR Systems, an ability of identifying system requirements that can match with all the HR Operations, such as payroll processing, hr reports, employee data management, reports and benefit records control and performance and applicant tracking processes. HRIS Manager job responsibilities include processing employee data, producing HR-related reports and ensuring compliance with relevant local and national regulations. Duties & Responsibilities -Oversee the daily operation of HR Information Systems -Manage the processing of employee data like leaves, wages and working hours, ensure error free system operation -Ensure the enrollment and all relevant contact information of new hires are appropriately recorded into the system -Design and implement policies and procedure of document and data processing -Generate ad-hoc reports (for example, reports on turnover, hiring costs and benefits) -Collaborate with IT staff to perform regular tests and upgrades to the HRIS -Ensure compliance with the data protection regulations -Research vendors and implement new integrations as needed |
Person Specification -Work experience as an HRIS Manager or similar role -Knowledge of labor legislation -Understanding of data protection regulations -Hands-on experience with HR database administration -Familiarity with payroll systems, applicant tracking systems and other HR related software systems -Analytical skills -Bachelors Degree in Human Resources Management -Additional certificate/diploma in Computer Science or courses in managing ERP Systems/ SAP etc. is a plus |
| Compensation and Benefits Manager Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Job Title: Compensation and Benefits Manager Job Summary The Compensation and Benefits Manager is responsible for establishing best practices of employee rewards, attracting high-quality employees and who can reduce turnover with attractive employee pay packages by researching employee motives, organizational psychology, implementing appealing rewards and tailoring benefit programs based on staff needs. Establishing compensation practices that are compliant with statutory & labor laws is the top priority of the ideal Compensation and Benefits Manager. Duties & Responsibilities -Design compensation packages and bonus programs that align with the company’s strategic plan -Ensure salaries and benefits comply with the current legislation about human rights and pay equity -Identify trends and implement new practices to engage and motivate employees -Conduct research on employee satisfaction (e.g. using surveys and quantitative data) -Renew the compensation plans with monetary and non-monetary benefits based on employee needs -Keep track of prevailing pay rates and make sure we offer competitive compensation plans -Draft job descriptions, job analyses and classifications -Structure compensation in ways that will yield the highest value for the organization -Evaluate and report on the effectiveness of employee benefit programs -Track compensation and benefits benchmarking data |
Person Specification -Experience as a Compensation and Benefits Manager or similar role -Hands-on experience with HRIS or payroll software -Knowledge of building compensation packages and bonus programs for various departments and seniority levels -Excellent understanding of job evaluation and job analysis systems -Good analytical skills Familiarity with labor legislation -Experience with employee surveys Bachelors Degree in Human Resources Management, Organizational Psychology, Finance or relevant field -CIPD, SHRM or HRM Leaders certification is an advantage |
| Training Manager Job Description |
Reporting to (Write here, Job Title of direct supervisor to this Job Title into the Organizational Structure): |
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Job Title: Training Manager Job Summary Training and Development Manager is responsible for organizational training strategy, oversee its implementation and assess its outcomes. The role is to identify training and developmental needs and drive suitable training initiatives that build loyalty to the firm. Training Managers work across many departments to get employees up to speed in both their specific vertical, and the overall needs of the company. Training Managers often have backgrounds in business, leadership, human resources, development and education. Training Manager responsibilities include enhancing employees’ skills, performance, productivity and quality of work. Duties & Responsibilities -Identify and assess future and current training needs through job analysis, career paths, annual performance appraisals and consultation with line managers -Draw an overall or individualized training and development plan that addresses needs and expectations -Deploy a wide variety of training methods -Conduct effective induction and orientation sessions -Monitor and evaluate training program’s effectiveness, success and Return on Training Investment periodically and report on them -Provide opportunities for ongoing development -Resolve any specific problems and tailor training programs as necessary -Maintain a keen understanding of training trends, developments and best practices -Use performance reviews and skills gap analyses to identify training needs per department, team and individual -Craft career plans -Plan training programs based on business goals -Oversee learning activities, curriculum and resources -Manage quarterly and annual training budgets -Evaluate the results of learning courses -Implement coaching sessions and mentorship programs to establish a culture of continuous learning -Recommend new training methods (including e-learning courses and game-based platforms) |
Person Specification -Proven work experience as a Training Manager/ Training Director -Track record in designing and executing successful training programs -Familiarity with traditional and modern training methods (mentoring, coaching, on-the-job or in classroom training, e-learning, workshops, simulations etc) -Excellent communication and leadership skills Ability to plan, multi-task and manage time effectively -Strong writing and record keeping ability for reports and training manuals -Good computer and database skills -Bachelors Degree in Human Resources Management, Organizational Psychology, Educational Field or relevant field -Masters Degree in Education or PHD will have a high advantage. -CIPD, SHRM or HRM Leaders certification is an advantage |