Human Resource Director

**Job Brief**:

- _Permanent full-time position_
- _Working Hours: 38 hours per week Monday to Friday _
- _Salary Range: 90,000 per year + superannuation_
- _Location of Employment: Unit 43/52 Parramatta Rd, Homebush NSW 2140_

**_About the Business_**
- Staff Domain Inc. is in the Business Process Outsourcing (BPO) sector/industry._
- Staff Domain is one of the top Business Process Offshoring (BPO) organizations in the world for small and medium businesses. It continues to enhance the BPO landscape for SMEs, by providing a smart, seamless, and transparent offshore outsourcing solution businesses can trust._
- We currently have three employment markets. Manila, The Philippines where we built our first state-of-the-art facility that is now home to the country’s best accountants, recruiters, marketers, tech engineers, and more. Our second employment market is in Randburg, South Africa. Finally, India. An exceptional location for talent in IT and development. With three international locations, you have a huge talent pool increasing your chances of finding the absolute best person for any job._
- With support teams in Australia, North America, and Hong Kong._

**Responsibilities**:

- The Human Resource Director will report to the Director and Chief Finance Officer and will have the following responsibilities, including:_

**_Primary Function:_**_ Strategically align human resources policies, practices, and initiatives with organizational objectives while fostering a positive work culture, facilitating talent acquisition and retention, managing employee relations, ensuring maximum workforce productivity, and ensuring compliance with relevant laws and regulations._

**_Essential Functions and Responsibilities:_**

**_Executive Leadership and Strategic Planning_**
- _Serve as a key advisor on human capital matters by providing valuable insights and recommendations regarding the company's workforce and talent management strategies._
- _Ensure that human capital strategies are aligned with the company's overall strategic objectives._
- _Understand the organization's goals and direction to provide guidance on how to optimize the workforce to support these objectives._
- _Evaluate complex issues and situations, considering various factors such as legal requirements, industry trends, and organizational needs, to make informed decisions that benefit the company and its employees._
- _Responsible for building and developing a high-performing HR team capable of delivering results and driving organizational success._
- _Identifies and mitigates HR-related risks that could impact the organization's reputation, financial performance, or legal compliance. They implement policies and procedures to minimize risks related to employee relations, compliance issues, and workforce management._
- _Define and track key performance indicators relevant to different departments and roles within the organization._
- _Establish measurable goals and benchmarks to assess productivity levels and performance outcomes._
- _Allocate resources strategically based on business priorities, workforce needs, and performance expectations._
- _Identify areas where resources are underutilized or overextended and reallocate them to maximize efficiency and effectiveness._

**_Talent Acquisition_**
- _Identify critical skills and competencies needed for the company's future success, as well as implementing strategies to recruit and nurture talent effectively._
- _Collaborate with department heads and senior management to understand current and future staffing needs based on organizational goals and objectives. Conduct workforce planning to identify gaps in talent and develop strategies to address them._
- _Develop comprehensive recruitment strategies aligned with the organization's business objectives. This involves determining the most effective sourcing channels, leveraging employer branding initiatives, and utilizing recruitment technology._
- _Work to enhance the organization's employer brand and reputation as an employer of choice._

**_Employee Relations_**
- _Implement policies, procedures, and practices to promote effective communication, resolve conflicts, and maintain a harmonious workplace._
- _Develop processes for handling employee grievances and complaints in a fair and timely manner. Ensure that employees feel comfortable raising concerns and that grievances are addressed promptly and confidentially._
- _Establish disciplinary procedures for addressing misconduct or performance issues in accordance with organizational policies and legal requirements. _
- _Ensure that disciplinary actions are applied consistently and fairly and that employees understand the consequences of their actions._
- _Assist with performance coaching, feedback delivery, and performance improvement plans as needed to address performance issues and promote accountability._

**_Performance Management_**
- _Designing, implementing, and evaluating systems and processes to