** Responsibilities - Develop and implement HR strategies and initiatives aligned with the overall business strategy - Bridge management and employee relations by addressing demands, and 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 - Ensure legal compliance throughout human resource management - Policy development and documentation; Depending upon the needs of the organization, such responsibilities may be carried out by the finance department, facilities department, marketing, and public relations, and/or administration. No matter which department bears the leadership responsibility for the function, the Human Resources manager is closely involved in decisions, implementation, and review. ** Law - Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Family and Medical Leave Act, the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. - Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. - Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk. ** Training and Development - Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees. - Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. - Development of the Human Resources department. - Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance. - Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. - Establishes HR departmental measurements that support the accomplishment of the company's strategic goals. - Coordinates all Human Resources training programs, and assigns the authority/responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. - Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs. - Assists with the development of and monitors the spending of the corporate training budget. Maintains employee training records. ** Employment - Establishes and leads the standard recruiting and hiring practices and procedures necessary for recruitment employee. - Interviews management and executive position candidates; serves as part of the interview team for position finalists. ** Employee Relations - Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights. - Partners with management to communicate Human Resources policies, procedures, programs, and laws. - Trains managers in their communication, feedback,  recognition, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and - legally communicate with employees. - Conducts investigations when employee complaints or concerns are brought forth. - Leads the implementation of company safety and health programs. ** Compensation - Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. - Monitors all pay practices and systems for effectiveness and cost containment. ** Benefits - Leads the development of benefit orientations and other benefits training for employees and their families. The Human Resources Manager assumes other responsibilities as assigned by the CEO.

- Minimum of a Bachelor & degree, master degree or equivalent in Human Resources, Business, or Organization Development, management or related field. - A minimum of five years of progressive leadership experience in Human Resources positions. - Proven working experience as HR manager or other HR executive - Knowledge of HR systems and databases - Excellent active listening, negotiation and presentation skills - In-depth knowledge of labor law and HR best practices - Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development. - Demonstrated ability to lead and develop HR department staff members. - Excellent computer skills in a Microsoft Windows environment, included knowledge of Microsoft office and skills in Human Resources Information Systems (HRIS). - Excellent organizational management skills. ** Email: fourng1@hanmail.net , cc to : seyhayam8888@gmail.com