Head of HR Operations Job Description Template

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Head of HR Operations Job Description Template

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Job Brief

We are looking for a Head of HR Operations to oversee all personnel-related matters and ensure we use our resources beneficially.

Head of HR Operations responsibilities include designing budgets, applying company policies and managing internal HR systems. To be successful in this role, you should have extensive HR experience in senior roles and good knowledge of Human Resources Management software.

Ultimately, you will ensure our HR department operates efficiently and aligns with our business objectives.

Responsibilities

  • Lead HR projects like compensation plans revisions
  • Implement functional HRMS and internal databases across all departments and locations
  • Oversee our payroll and performance evaluation systems
  • Design company policies and procedures
  • Review and update our employment contracts and agreements
  • Prepare budgets by department
  • Track key HR metrics like cost per hire and retention rates
  • Manage internal communication projects (like job satisfaction surveys)
  • Measure the effectiveness of our benefits programs and recommend improvements
  • Coordinate employee training and development initiatives
  • Ensure our recordkeeping and data processing procedures comply with GDPR requirements

Requirements

  • Work experience as a Head of HR Operations or similar role
  • Experience with Human Resources Information Systems including payroll tools
  • Experience in designing compensation and benefits programs
  • Good knowledge of labor legislation
  • Leadership abilities
  • BSc in Human Resources Management; MSc is a plus

What does Head of HR Operations do?

A Head of HR Operations is responsible for overseeing the daily operations of the Human Resources department within an organization. Here are some of the typical tasks and responsibilities they may handle on a day-to-day basis:

  1. HR Systems and Processes: Manage and optimize HR systems and processes to ensure efficiency and accuracy in areas such as employee onboarding, offboarding, benefits administration, time and attendance management, employee records, etc.

  2. Employee Relations: Provide guidance and support to HR staff and management regarding employee relations issues, such as resolving employee complaints or conflicts, conducting investigations, and ensuring compliance with employment laws and regulations.

  3. HR Policies and Procedures: Develop and update HR policies and procedures based on legislative changes or organizational needs, ensuring they align with best practices and are in line with the company's culture and values.

  4. Recruitment and Staffing: Collaborate with hiring managers to ensure effective recruitment and selection processes, including job posting, screening applicants, conducting interviews, and making job offers. Develop strategies to attract and retain top talent.

  5. Performance Management: Oversee the performance management process, including goal setting, performance evaluations, ongoing feedback, and coaching. Support managers in creating effective performance improvement plans when necessary.

  6. Training and Development: Identify training needs within the organization and organize training programs to enhance employees' knowledge and skills. Collaborate with managers on leadership development initiatives and succession planning.

  7. Compensation and Benefits: Ensure competitive compensation and benefits packages are in place, including salary benchmarking, benefit plan design, and compliance with legal requirements. Oversee the administration of payrolls, bonuses, and benefit programs.

  8. Employee Engagement: Promote employee engagement initiatives such as surveys, recognition programs, and team-building activities to enhance job satisfaction, motivation, and overall employee experience.

  9. Compliance and Risk Management: Stay updated on labor laws and regulations to ensure the HR department's practices and policies comply. Develop risk mitigation strategies and maintain accurate records and documentation to minimize legal risks.

  10. Data Analysis and Reporting: Utilize HR analytics and reporting tools to analyze HR data, generate reports, evaluate key performance indicators, and make data-informed decisions to support organizational goals.

These responsibilities may vary depending on the organization's size, industry, and specific needs. Additionally, the Head of HR Operations may also participate in strategic planning, budgeting, and other cross-functional initiatives within the organization.

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