Responsibilities

• To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.
• Strategic Leadership & Collaboration:
• Act as a strategic partner to the EHA Group leadership and the Board of Directors to ensure that HR initiatives align with organizational objectives across all entities.
• Provide high-level strategic input on workforce planning, talent management, and organizational development, influencing decisions that impact long-term growth and sustainability.
• Lead organizational change management and transformation, ensuring the HR function supports and drives innovation across the group.
• Productivity Optimization: Lead initiatives to enhance overall workforce productivity, ensuring alignment with organizational goals and operational efficiency.
• Talent Acquisition & Recruitment:
• Oversee the entire recruitment process, from sourcing, interviewing, and onboarding to ensuring the acquisition of top talent.
• Develop and execute recruitment strategies that attract and retain talent, aligning with the future staffing needs of the organization’s various entities.
• Collaborate with leadership to forecast staffing demands, ensuring a well-prepared workforce that can meet strategic and operational goals.
• Strategic Alignment of Job Descriptions:
• Job Description Alignment: Ensure job descriptions reflect the skills, competencies, and expectations for each role and align with performance management and succession planning strategies.
• Work closely with department heads to maintain accuracy and strategic alignment of job descriptions with business goals.
• Use job descriptions operationally for compensation benchmarking, payroll classification, and benefits eligibility, ensuring compliance with local labor laws.
• Learning & Development (L&D):
• Training and Development: Design and implement robust learning and development programs tailored to the unique needs of the non-profit, healthcare, and social impact sectors.
• Conduct training needs assessments to address skill gaps, fostering a culture of continuous improvement and career growth.
• Oversee the effectiveness of training initiatives, aligning them with organizational objectives and employee development.
• Performance Management System (PMS):
• Lead the performance management process, including KPI setting, appraisals, and feedback mechanisms to drive a high-performance culture.
• Develop and implement performance improvement plans and career development pathways, ensuring alignment with organizational goals.
• Foster a feedback-rich environment to promote continuous performance improvement and employee engagement.
• Succession Planning:
• Talent Pipeline: Develop and manage succession planning initiatives to ensure the organization has a robust pipeline of future leaders across all sectors.
• Identify and groom high-potential employees for leadership roles, facilitating career growth opportunities and leadership development.
• Work closely with senior management to align succession planning with strategic growth and long-term organizational needs.
• Data-Driven HR Decisions & Analytics:
• HR Analytics: Leverage HR data and analytics to provide insights into workforce trends, productivity, employee engagement, and talent acquisition.
• Utilize predictive analytics to forecast staffing needs, assess employee turnover, and inform talent management strategies, ensuring data-driven decision-making across HR functions.
• Develop dashboards and reports for the executive team and Board of Directors, offering actionable insights to improve organizational performance and workforce planning.
• Payroll & Administrative Oversight:
• Oversee payroll processing to ensure accurate and timely payments while ensuring payroll data is aligned with HR systems and business needs.
• Manage key HR administrative tasks, including employee records management, HR document processing, and data accuracy within HRIS systems.
• Ensure proper reporting and compliance with organizational and legal standards, maintaining robust HR operations.
• HR Compliance & Risk Management:
• Ensure HR policies and practices comply with local, regional, and international labor laws, managing audits and compliance checks to uphold organizational integrity.
• Conduct regular audits of HR systems and policies, updating practices as necessary to reflect changes in legal and organizational standards.
• Oversee all regulatory HR compliance, ensuring proactive risk management and adherence to evolving labor regulations.
• Employee Relations & Engagement:
• Foster a positive workplace culture by leading employee relations initiatives, handling grievances, conflict resolution, and supporting managers on employee relations matters.
• Implement strategies to enhance employee engagement, satisfaction, and retention across all entities, promoting a unified and motivated workforce.
• Champion initiatives to create an inclusive, equitable, and diverse work environment that aligns with organizational values.
• Conflict Resolution: Act as a mediator in high-level employee disputes, providing expert guidance on conflict resolution strategies to foster a harmonious and collaborative work environment across all entities.