-Think strategically and outside of the box to create programs that help the company gain a competitive advantage while also fostering the professional development of their people.-Participate in strategic planning by partnering with the leadership team to ensure HR initiatives are aligned with business objectives.-Advising, as a true confidante to the CEO and executive peers, on topics such as organizational design, critical hiring, workforce planning, employee engagement, performance coaching, talent assessment, change management, org communications, etc.-Help the company mobilize their values to build a positive company culture that will allow employees to thrive and the business to scale.-Oversee the further development of our DEI initiatives, ensuring that the company is educated, engaged and actively building a culture of inclusion & belonging.-Create and launch or evolve several key people programs, including TA strategy, the development of the company’s people managers, and a recruiting strategy with a world-class candidate experience.-Improve processes and systems to ensure every aspect of the employee lifecycle is optimized.-Develop an employee communications strategy, forum and cadence to ensure alignment with the vision, mission and evolving culture to ensure employees feel a strong sense of connection.

-Maintains the work structure by updating job requirements and job descriptions for all positions.-Maintains organization staff by establishing a recruiting, testing, and interviewing program; counseling managers on candidate selection; conducting and analyzing exit interviews; recommending changes.-Prepares employees for assignments by establishing and conducting orientation and training programs.-Maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; recommending, planning, and implementing pay structure revisions.-Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors.-Maintains employee benefits programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; directing the processing of benefit claims; obtaining and evaluating benefit contract bids; awarding benefit contracts; designing and conducting educational programs on benefit programs.-Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements; conducting investigations; maintaining records; representing the organization at hearings.-Maintains management guidelines by preparing, updating, and recommending human resource policies and procedures.-Maintains historical human resource records by designing a filing and retrieval system; keeping past and current records.

-Responsible for the Human Resources practices and objectives that will provide an employee oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce -Ensure efficient design and delivery of all HR policies and ensure they are in line with industry practices -Ensures coordination & implementation of services, policies, and programs through Human Resources staff; and assists and advises company managers about Human Resources issues -Make right people available at right time by recruiting, training and developing talent. -Administration of the human resources policies, procedures and programs in the area of benefits, compensation, employee relations, training and development, performance management and organisational development -Refine organization structure to align with the market and delivery requirements. -Division participation in all talent management and leadership development initiatives -Build and maintain effective working relations with management and employees to provide advice and counsel to both on employee-related and organizational matters. -Protect interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. -Be the champion of employee needs; Improve retention by implementing career progression and attractive reward and recognition systems. -Mentor and guide leaders to manage their own performance and of their teams and create pipeline of potential leaders. -Improve training and development related processes, to include identification of training needs, design, delivery and evaluation of development programs. -Coach and develop HR team members to achieve business plan objectives in alignment with application of the People Strategy. -Oversee office management and supervise admin teams.

•Develop and execute recruiting plans. •Network through industry contacts, association memberships, trade groups and employees. •Coordinate and implement college recruiting initiatives. •Administrative duties and recordkeeping •Efficiently and effectively fill open positions. •Conduct regular follow-up with managers to determine the effectiveness of recruiting plans and implementation. •Develop a pool of qualified candidates in advance of need. •Research and recommend new sources for active and passive candidate recruiting. •Build networks to find qualified passive candidates. •Post openings in newspaper advertisements, with professional organizations, and in other position appropriate venues. •Utilize the Internet for recruitment.