Involved in all HR management and development (including but not limited to recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues)
Complies with federal, state, and local legal requirements by studying existing and new legislation; enforcing adherence to requirements; advising management on needed actions.
Provide consultation and operational support to employees in regards to compensation and benefits related matters (e.g. policy & guideline interpretation, etc.)
Act as a liaison between HR and Managers / Employees for implementation and communication of new changes as required.
Facilitate annual employees’ performance appraisals
Prepare the necessary supporting analysis, assessment, market benchmarking and insights (including internal data/metrics and external market emerging trends and best practices) to support benefits design proposals or recommendations
Draft HR frameworks and tools within an area of expertise to meet business needs, ensuring compliance with specified design principles, internal policies, and external legal requirements.
Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.
Communicate the local action plan; explain how this relates to the function's strategy and action plan and the broader organization's mission and vision; motivate people to achieve local business goals.
Collaborate with the team to ensure that compensation strategies align with employee performance and organizational goals. Link compensation and benefits initiatives to talent retention and development programs.
To undertake other related HR duties as requested by the company

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