Role In Discussion: Head OF Human Resources

Role Brief: To setup formal, structured HR Function and Setup a Strong Foundation for future expansion and stability.

Role Brief & KRA's

1.Strategic HR Planning & Policy Development:

• HR Function: Establish the HR Function and its Sub-functions in the organization
• Align HR Strategy with Business Goals: Understand the Turnkey Interior firm's strategic objectives and ensure HR initiatives support them.
• Develop and Implement HR Policies: Create and maintain HR policies that are compliant with labor laws and industry best practices.
• HR Budget Management: Manage the HR budget effectively and ensure resources are allocated appropriately.
• Develop and Implement Performance Management System: Design and implement a fair and measurable performance management system.
• Succession Planning: Identify and develop potential leaders to ensure business continuity.
• Employer Branding: Develop and implement an employer branding strategy
• Digitization: Plan and implement Digitization of HR Process
• Develop & Budget seasonal/contractual Needs: Outline the types of roles needed, timelines for recruitment, training & onboarding processes.

2. Talent Acquisition

• Conduct workforce planning: Analyze current and future workforce needs to ensure the company has the right people in the right roles at the right time.
• Develop and implement hiring strategies: Focus on attracting and hiring qualified candidates for various leadership, management, office staff & construction roles, including skilled labour, engineers and project managers.
• Partner with Local Agencies: Identify & Establish relationships with recruitment agencies specializing in industry specific talent, and tap into a skilled pool of scheduled & seasonal/contractual workers.
• Utilize Online Job Boards: Advertise positions on platforms frequented by Prospective Talent.
• Leverage social media: Use social media to reach potential candidates, showcasing project opportunities, Growth and company culture. Also align Hiring Initiatives with Marketing to foster the right company image.
• Manage the recruitment process: Oversee job postings, screening resumes, conducting interviews, and making hiring decisions.
• Manage onboarding and offboarding: Ensure a smooth and positive onboarding experience for new hires and a professional offboarding process for departing employees.
• Plan & Manage Hiring Budget: Continuously strive to keep the Hiring Cost within the allocated budget, drive initiatives to reduce the Hiring Cost

3. Training, Leadership Development & Succession Planning

• Training Function Setup: Setup an Internal Training function to Deliver Product/Project specific Training to new Hire's
• External Trainings: Identify External Training Agencies for overall Holistic development of employees
• Operational Trainings: Ensure employees are adequately trained and developed to meet the company’s operational demands.
• Leadership Training: Develop leadership capabilities within the company and plan for succession in key roles.

4. Compliance & Legal Adherence

• Labor Laws: Formulate and implement policies in accordance within local state laws. Ensure the organization adheres to all labour laws, industry standards, and safety regulations.
• Documentation & Records: Maintain accurate records of permanent & seasonal/contractual employee information, including contracts, training records, and performance evaluations.
• Employee Diversity: Foster a diverse and inclusive workplace.
• Transparency: Develop and maintain an employee handbook that clearly outlines company policies and procedures.

5. Employee Retention, Engagement & Satisfaction

• Create a positive candidate experience: Ensure a smooth and positive experience for candidates throughout the recruitment process.
• Foster a positive employee experience: Create a workplace that is engaging, inclusive, and supportive, where employees feel valued and motivated.
• Promote employee advocacy: Encourage employees to share their positive experiences with the company and its culture.

6. Compensation & Benefits

• Develop and manage competitive compensation and benefits packages to attract and retain employees.

7. HR Operational Efficiency

• Streamline HR operations to ensure maximum efficiency and drive digitalization of HR process.

8. Workforce Planning & Optimization

• Ensure optimal workforce planning and efficient use of resources.

9. Health & Safety Initiatives

• Ensure the safety and wellbeing of all employees, particularly on construction sites.

10. Employee Relations & Conflict Resolution

• Maintain positive employee relations and effectively manage conflicts.

11. HR Strategy & Alignment with Business Goals

• Align HR strategies with the overall business strategy of the organization.

12. Managing seasonal/contractual/Contractual Workforce:

• Understand seasonal/contractual Employment Regulations: Familiarize yourself with local and national regulations governing seasonal/contractual employment, including minimum wage, overtime pay, and benefits.
• Maintain Accurate Records: Keep detailed records of all seasonal/contractual/Contractual hires, including employment contracts, pay stubs, and attendance records.
• Provide Necessary Training: Ensure that all seasonal/contractual workers receive adequate training on safety procedures, job-specific tasks, and company policies.
• Communicate Effectively: Maintain open and regular communication with seasonal/contractual workers, addressing any concerns or questions promptly.
• Provide Regular Feedback: Offer constructive feedback on performance and provide opportunities for skill development.
• Plan for Transition: Develop a plan for transitioning seasonal/contractual workers out of the workforce at the end of their contracts, ensuring a smooth and positive experience.

13. Employer Branding Strategy & Execution:

• Develop and implement an employer branding strategy: Define the company's values, culture, and employee experience, and translate them into a compelling employer brand.
• Align HR practices with the employer brand: Ensure that recruitment, onboarding, training, and employee relations processes reinforce the brand promise.
• Promote the employer brand internally and externally: Share the company's values and culture with current and potential employees through various channels.
• Monitor and measure the effectiveness of the employer brand: Track key metrics like employee engagement, retention, and applicant quality to assess the impact of your efforts.

14.Collaboration, Communication & Engagement:

• Communicate the company's brand values and mission effectively: Ensure that all employees understand and are aligned with the company's brand.
• Foster a culture of open communication: Encourage feedback and create opportunities for employees to share their ideas and concerns.
• Recognize and reward employee contributions: Celebrate successes and acknowledge employee achievements to boost morale and engagement.
• Work closely with the marketing and communications teams: Ensure that the employer brand message is consistent across all channels.
• Collaborate with other HR functions: Ensure that all HR practices are aligned with the employer brand strategy.
• Seek feedback and input from employees: Regularly solicit feedback from employees to ensure that the employer brand remains relevant and authentic.