HR Director
AGROPOWER GROUP
Total years of experience :22 years, 4 Months
- Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff, planning, monitoring, appraising, and reviewing staff job contributions, maintaining compensation, determining production, productivity, quality, and customer-service strategies, designing systems, accumulating resources, resolving problems, implementing change.
- Develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives.
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- Promotes and implements human resource values by planning and managing human resources programs.
- Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention.
- Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances, aligning monetary resource, developing action plans, measuring, and analyzing results, initiating corrective actions, minimizing the impact of variances.
- Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements, expediting fulfillment, evaluating milestone accomplishments, evaluating optional courses of action, changing assumptions and direction.
- Enhances department and organization reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to job accomplishments.
- Supports management by providing human resources advice, counsel, and decisions, analyzing information and applications.
- Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines, communicating, and enforcing organization values.
- Complies with federal, state, and local legal requirements by studying existing and new legislation, anticipating legislation, enforcing adherence to requirements, advising management on needed actions.
- Updates job knowledge by participating in conferences and educational opportunities, reading professional publications, maintaining personal networks, participating in professional organizations.
- Motivating and supporting current staff.
- Manages the development and maintenance of the Human Resources sections of both the internet, particularly recruiting, culture, and company information, and intranet sites.
- Utilizes Human Resources Information Software (HRIS) to the company's recordkeeping and management advantage.
- Providing supervision to all human resources activity to make sure maximum utilization of HR
- Administer compensation, benefits and performance management systems, and training programs.
- Identify Actual need of staff through gap analysis and recruit, interview and select applicants (The right person in the right place).
- Allocate human resources, ensuring appropriate matches between personnel.
- Provide current and prospective & orientation to employees with information about policies, job duties, working conditions, salaries, and opportunities for promotion and employee benefits.
- Advise managers on organizational policy matters such as equal employment opportunity and salary structure. Salary budges, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems.
- Oversee the evaluation, classification and rating of occupations and job positions.
- Contract with vendors to provide employee services, such as food service, transportation, or relocation service in coordination with related dep.
- Negotiate bargaining agreements and help interpret labor contracts.
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
- Analyze training needs to design employee development, language training and health and safety programs.
- Promotes and implements human resource values by planning and managing human resources programs.
- Implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention.
- Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances, aligning monetary resource, developing action plans, measuring, and analyzing results, initiating corrective actions, minimizing the impact of variances.
- Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements, expediting fulfillment, evaluating milestone accomplishments, evaluating optional courses of action, changing assumptions and direction.
- Enhances department and organization reputation by accepting ownership for accomplishing new and different requests, exploring opportunities to add value to job accomplishments.
- Supports management by providing human resources advice, counsel, and decisions, analyzing information and applications.
- Providing supervision to all human resources, administrative tasks need.
- Administer compensation, benefits and performance management systems, and training programs.
- Identify staff vacancies and recruit, interview and select applicants.
- Allocate human resources, ensuring appropriate matches between personnel.
- Provide current and prospective & orientation to employees with information about policies, job duties, working conditions, salaries, and opportunities for promotion and employee benefits.
- Advise managers on organizational policy matters such as equal employment opportunity and salary structure. Salary budges, and recommend needed changes.
- Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
- Serve as a link between management and employees by handling questions, interpreting, and administering contracts and helping resolve work-related problems.
- Oversee the evaluation, classification and rating of occupations and job positions.
- Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
- Negotiate bargaining agreements and help interpret labor contracts.
- Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
- Analyze training needs to design employee development, language training and health and safety programs.
- And other duty related to H.R.
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