Human Resources Manager

Direct message the job poster from LOGICON, LLC

Talent Acquisition Specialist @Logicon | International Recruiter | Connecting Top Talent with Growing Teams | HR Operations | Employee Engagement

Job Summary:

The HR Manager with an IT Recruitment focus and expertise in policy, procedure, and compliance enforcement is responsible for leading recruitment efforts for IT roles while ensuring the organization adheres to HR best practices and regulatory compliance. This role involves managing full-cycle recruitment for technical positions, enforcing company HR policies and procedures, and ensuring the organization meets legal and regulatory requirements. The HR Manager will collaborate with department heads to fulfil staffing needs and maintain a compliant and effective HR environment.

Key Responsibilities:

IT Recruitment and Talent Acquisition:

• Recruitment Strategy: Develop and implement recruitment strategies to source and hire top IT talent, including roles such as software developers, network engineers, data scientists, system administrators, and more.
• Job Postings & Sourcing: Oversee the creation and distribution of job postings, utilizing platforms like LinkedIn, job boards, and professional networks. Actively source candidates and build a talent pipeline for critical IT roles.
• Screening & Interviewing: Conduct initial screening of resumes, perform technical and behavioural interviews, and work with hiring managers to assess technical skills and cultural fit.
• Offer & Negotiation: Manage the offer process, including salary negotiations, offer letter preparation, and pre-employment checks, ensuring smooth onboarding for IT hires.
• Onboarding: Ensure seamless onboarding of IT staff, providing them with the tools, resources, and support needed to integrate into the company effectively.

Policy, Procedure, and Compliance Enforcement:

• HR Policy Enforcement: Ensure the consistent application of HR policies and procedures across the organization. Review and update HR policies to align with organizational needs and compliance requirements.
• Compliance Management: Stay up-to-date with US federal, state, and local labor laws and regulations, ensuring all HR processes in Pakistan and United States (recruitment, onboarding, employee relations, etc.) are fully compliant.
• Internal Audits & Reporting: Conduct internal audits to assess compliance with HR policies and procedures. Provide regular reports to senior management on compliance status and areas of improvement.
• Legal Risk Mitigation: Advise leadership on compliance-related issues, including employee relations, terminations, and compensation practices, to minimize legal risks.
• Training & Awareness: Develop and deliver training sessions to staff and leadership on policies, procedures, and legal compliance. Ensure ongoing education to maintain a compliant HR environment.

HR Strategy and Operational Support:

• Employee Relations: Serve as the point of contact for employee questions related to policies, procedures, and compliance. Address employee grievances or concerns while ensuring policy adherence.
• Employee Retention: Work with leadership to develop and implement strategies aimed at retaining top IT talent, fostering an inclusive and supportive workplace.
• Performance Management: Support performance management processes, including setting performance objectives, conducting performance reviews, and implementing performance improvement plans when necessary.
• HR Data Management: Maintain accurate HR data related to recruitment, compliance audits, employee records, and performance metrics.

Collaboration and Stakeholder Engagement:

• Cross-Department Collaboration: Work closely with IT department heads and other business leaders to understand staffing needs and provide HR support for technical hiring.
• Vendor Management: Manage external recruitment agencies and staffing vendors to ensure alignment with company standards, expectations, and timelines.
• Policy Consultation: Provide guidance to managers and senior leadership on policy interpretation and compliance matters, ensuring consistent application across the organization.

Required Skills and Qualifications:

• Education: Masters or minimum Bachelor's degree in Human Resources, Business Administration, or a related field. HR certification (SHRM-CP, PHR, or similar) is a plus.
• Experience:
• Minimum 5+ years of HR experience, with at least 3 years focused on IT recruitment.
• Proven track record in policy and procedure enforcement and ensuring compliance with HR laws and regulations.
• Strong understanding of IT roles, technologies, and industry trends.
• Technical Skills: Experience with HR software (e.g., Zoho, Workday, BambooHR, ADP etc.), applicant tracking systems (ATS), and Microsoft Office Suite.
• Communication: Excellent written and verbal communication skills, with the ability to communicate complex policy information clearly to various audiences.
• Organizational Skills: Exceptional organizational skills with the ability to manage multiple recruitment processes and policy enforcement tasks.
• Analytical Skills: Strong analytical and problem-solving abilities to assess compliance risks and implement corrective actions when necessary.

Preferred Qualifications:

• Industry Knowledge: Experience recruiting for IT or technology-driven organizations.
• Legal Knowledge: Familiarity with employment law, including regulations related to compensation, benefits, and intellectual property in IT roles.
• Leadership Experience: Prior experience leading or managing HR teams, particularly in a technical or high-growth environment.

Seniority level

• Seniority levelMid-Senior level

Employment type

• Employment typeFull-time

Job function

• Job functionHuman Resources, Management, and Information Technology
• IndustriesIT Services and IT Consulting

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