Organization: Vehom
Location: Remote
Team: Human Resources
Type: Full-time
Degree: Bachelor's

Minimum Qualifications for Human Resources Director

Education: A bachelor’s degree in human resources management, business administration, psychology, or a related field is typically required. A master’s degree in HR or a related field can be advantageous.

Experience: Generally, a minimum of 8-10 years of experience in human resources, including experience in managerial or leadership roles, is required. This experience should include a focus on HR strategy, employee relations, talent management, and HR operations.

HR Knowledge: Strong knowledge of human resources principles, practices, and laws/regulations. Familiarity with recruitment and selection, performance management, employee development, compensation and benefits, employee relations, and HR compliance.

Leadership and Management Experience: Proven experience in leading and managing HR teams. Strong leadership, communication, and interpersonal skills are necessary to guide and motivate the HR team and collaborate with other departments.

Strategic Thinking: Ability to think strategically and align HR strategies with the overall business objectives and goals of the digital marketing agency. Experience in developing and implementing HR strategies that support business growth and talent development.

Preferred Qualifications for Human Resources Director

Digital Marketing Industry Experience: Prior experience working in the digital marketing industry or a similar creative industry is preferred. Understanding the unique HR needs and challenges of the industry can be beneficial.

HR Certifications: Possessing professional certifications in human resources, such as SHRM-CP (Society for Human Resource Management Certified Professional) or PHR (Professional in Human Resources), can demonstrate expertise and a commitment to professional development.

Talent Acquisition and Employer Branding: Experience in developing and implementing effective talent acquisition strategies to attract top talent in a competitive market. Familiarity with employer branding initiatives to enhance the agency’s reputation as an employer of choice.

Employee Engagement and Retention: Proven experience in designing and implementing employee engagement programs and initiatives to foster a positive work environment, boost morale, and increase employee retention.

Change Management: Experience in managing organizational change and transformation initiatives. Proven ability to effectively communicate and guide employees through change, ensuring minimal disruption and maximum adoption.

Responsibilities of Human Resources Director

HR Strategy Development: Develop and implement HR strategies aligned with the agency’s overall goals and objectives. Identify HR priorities and initiatives to support the agency’s growth, talent acquisition, talent development, and employee retention.

Talent Acquisition and Management: Oversee the full-cycle recruitment process, including sourcing, screening, interviewing, and onboarding of new employees. Develop and implement effective talent management strategies, including performance management, employee development, succession planning, and career progression.

Employee Relations: Manage employee relations, including handling employee grievances, conflicts, and disciplinary actions. Ensure compliance with employment laws and regulations and maintain positive employee relations across the agency.

Compensation and Benefits: Oversee compensation and benefits programs, ensuring competitive and fair compensation practices. Monitor market trends and benchmarking data to make informed decisions regarding salary structures, bonuses, and benefits packages.

HR Policy and Compliance: Develop and implement HR policies, procedures, and guidelines in compliance with local laws, regulations, and industry best practices. Provide guidance and training to managers and employees on HR policies and procedures.

Employee Engagement and Culture: Develop and implement initiatives to enhance employee engagement, foster a positive company culture, and promote employee well-being. Implement employee feedback mechanisms and act on the feedback to drive continuous improvement.

HR Analytics and Reporting: Utilize HR data and analytics to inform decision-making and measure the effectiveness of HR programs and initiatives. Prepare regular HR reports and metrics to provide insights on key HR indicators and trends.

Compliance and Legal Matters: Ensure compliance with employment laws, regulations, and industry standards. Stay updated on changes in HR laws and regulations and implement necessary adjustments to HR policies and practices.

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