1. Strategic HR & Planning

• Develop, recommend, and implement HR strategies, policies, and procedures aligned with the overall business objectives.
• Lead workforce planning and succession planning initiatives to ensure the company has the necessary talent pipeline for future growth.
• Monitor and ensure the organization's compliance with federal, state, and local employment laws and regulations.

2. Talent Acquisition & Management

• Manage the full-cycle recruitment process, including defining job requirements, posting, sourcing, interviewing, and onboarding new employees.
• Develop and manage the compensation and benefits structure, ensuring market competitiveness and internal equity.
• Oversee performance management systems, including annual reviews, goal setting, and development plans.

3. Employee Relations & Culture

• Serve as the primary point of contact for employee grievances, disciplinary actions, and conflict resolution.
• Foster a positive company culture that promotes diversity, inclusion, and a high level of employee engagement.
• Conduct internal investigations and implement corrective action when necessary.

4. Training & Development

• Identify training needs and develop professional development programs to enhance employee skills and leadership capabilities.
• Manage mandatory compliance training (e.g., harassment prevention).

5. HR Administration & Reporting

• Maintain accurate and up-to-date human resources data, records, and employee files.
• Prepare and analyze HR metrics (e.g., turnover rates, time-to-hire, employee satisfaction) to inform business decisions.