HR Manager (Strategic Operations)

The HR Manager (Strategic Operations) will lead key human resources functions including Talent Acquisition, Employee Relations, Performance Management, and Organizational Development. The ideal candidate will act as a strategic HR partner, driving people initiatives that enhance culture, performance, and organizational effectiveness.

1. Talent Acquisition (TA)
Full-Cycle Recruiting: Manage the end-to-end hiring process for key roles, from sourcing to offer negotiation.
Employer Branding: Enhance the company’s reputation to attract top-tier passive candidates.
Strategic Sourcing: Build a diverse pipeline of talent and manage agency relationships when necessary.

2. Employee Relations (ER)
Conflict Resolution: Act as the primary mediator for internal disputes, ensuring a fair and empathetic workplace.
Culture Advocacy: Drive initiatives that improve employee engagement, belonging, and retention.
Feedback Loops: Manage stay/exit interviews and engagement surveys to pulse-check the “vibe” of the office.

3. Performance Management (PM)
Review Cycles: Design and execute modern performance appraisal systems (360 reviews, OKRs, or KPIs).
Coaching: Support managers in delivering constructive feedback and handling underperformance.
Recognition Programs: Develop ways to celebrate wins and reward high-performers.

4. Organizational Development (OD)
L&D Initiatives: Identify skill gaps and coordinate training programs or leadership coaching.
Succession Planning: Map out career paths for high-potential employees to ensure long-term stability.
Change Management: Guide the team through transitions, restructures, or rapid scaling.