Human Resources Manager

Roles and Responsibilities

Our client is looking for a Human Resource Manager with a strong background in the retail perfume industry.

The successful candidate will take on 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.
• Coordinate with PRO for visa-oriented procedures and execution of all legal aspects of recruitment.
• Conduct orientation and training for new joiners and employees.
• Coordinate all training programs.
• Ensure that the Performance Improvement Review process is effectively implemented, with objectives in place. Administer mid-year and annual appraisals on time and consolidate the report.
• Develop, implement, and monitor the effectiveness of HR processes, policies, and practices to build a strong people organization through institutionalized people policies, processes, and systems. Ensure effective communication to staff members and full compliance with standard operating procedures.

Qualifications

• Bachelor's degree or relevant experience.
• 5+ years of experience in Human Resources.
• Retail experience, specifically in the fragrance industry, is a must.
• Arabic speaking is an advantage.
• Strong recruiting skills with a demonstrated ability to improve talent acquisition strategies.
• Demonstrated expertise in training managers and employees.
• Strong organizational, critical thinking, and communication skills.
• Attention to detail and good judgment.

Desired Candidate Profile

1. Recruitment and Talent Acquisition

   • Develop job descriptions, post vacancies, and conduct interviews.
   • Implement strategies to attract and retain top talent.

2. Employee Relations

   • Address workplace issues, resolve conflicts, and foster a positive work environment.
   • Act as a mediator between employees and management.

3. Performance Management

   • Design and implement performance appraisal systems.
   • Coach managers on providing feedback and improving employee performance.

4. Compensation and Benefits

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

5. Training and Development

   • Identify skills gaps and design training programs to address them.
   • Facilitate leadership development initiatives and succession planning.

Strategic and Analytical Skills

1. Workforce Planning

   • Forecast staffing needs based on business objectives.
   • Analyze turnover rates and implement retention strategies.

2. HR Metrics and Analytics

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

3. Change Management

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

Soft Skills

1. Communication Skills

   • Verbal: Explain policies, conduct interviews, and facilitate discussions.
   • Written: Draft policies, employee handbooks, and formal communications.

2. Leadership and Influence

   • Lead HR teams and influence organizational leaders to adopt effective HR practices.
   • Act 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

   • Understand employee needs and address concerns with compassion.
   • Balance organizational goals with employee well-being.

Technical Skills

1. HR Software Proficiency

   • Use 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

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

3. Policy Development

   • Create and enforce HR policies and procedures that align with organizational values and legal requirements.