Job Description

Strategic HR Manager
Company: Company - AJ Steel Tubes & Pipes
About the role
The Strategic HR Manager will partner with senior leadership to design and execute human resources strategies that directly support and enhance our overall business objectives. This role goes beyond traditional HR by focusing on long-term initiatives related to talent management, employee engagement, and cultural development to build a high-performing and sustainable workforce.
Key responsibilities

• Talent management and acquisition:

o Develop and implement data-driven recruitment strategies to attract, select, and onboard top-tier candidates.
o Manage the full employee lifecycle, including developing hyper-personalized career development plans and fostering an internal talent marketplace.
o Implement succession planning initiatives to ensure a continuous pipeline of qualified internal candidates for critical roles.

• Employee retention and engagement:

o Design and oversee employee wellness programs that address physical, mental, and financial health to promote work-life balance.
o Establish continuous feedback mechanisms and pulse surveys to monitor employee engagement and address issues proactively.
o Create and manage comprehensive employee recognition programs that celebrate contributions and boost morale.

• Organizational and cultural development:

o In collaboration with leadership, champion the company's mission and values to nurture a purpose-driven and positive workplace culture.
o Spearhead change management initiatives, equipping leaders and employees with the skills to navigate major organizational shifts effectively.
o Develop and implement leadership training programs that focus on empathetic management and continuous skill development.

• Diversity, Equity, and Inclusion (DEI):

o Create and execute strategies to ensure fair and inclusive hiring, promotion, and compensation practices.
o Act as a leader for employee resource groups (ERGs) and other DEI initiatives, ensuring a workplace where all employees feel valued.
o Provide cultural competency training and promote effective communication across diverse teams.

• HR analytics and reporting:

o Utilize HR metrics and people analytics to track the effectiveness of HR initiatives and provide data-driven insights to leadership.
o Prepare and present reports on key HR indicators, such as turnover rates, engagement scores, and recruitment effectiveness.
About the candidate
An ideal candidate for the Strategic HR Manager role will be a seasoned professional with a unique blend of strategic foresight and hands-on operational expertise. They must move beyond reactive HR functions to proactively align talent and culture with the company's long-term business goals.
Core competencies
Business acumen and strategic thinking

• Business partner mindset: Sees HR not just as a support function, but as a strategic business partner who understands how each HR initiative drives organizational success.

• Analytical and data-driven: Uses HR metrics, people analytics, and business intelligence tools to measure the impact of programs and inform data-backed decisions.

• Future-oriented: Possesses vision and big-picture thinking to anticipate and plan for future workforce needs, industry trends, and organizational growth.

Change management and adaptability

• Proactive change agent: Excels at instigating, driving, and implementing change, helping both management and employees navigate major shifts smoothly.

• Adaptable: Thrives in a fast-paced, dynamic environment, comfortable with ambiguity and able to pivot strategies as business needs evolve.

• Innovative thinking: Brings fresh ideas and creative solutions to complex HR challenges, especially in areas like employee engagement and talent acquisition.

Leadership and interpersonal skills

• People-centric leader: Shows a leadership style that prioritizes employee well-being, growth, and development, acting as an empathetic and trusted advisor.

• Exceptional communicator: Communicates clearly and persuasively with diverse stakeholders, from entry-level staff to senior executives. They are also a great listener, fostering trust and psychological safety.

• Relationship builder: Can build rapport and credibility across all levels of the organization and with external partners.

Functional HR knowledge

• Deep HR expertise: Has a strong background in key HR domains, including talent acquisition, performance management, compensation, benefits, and employee relations.

• Compliance expert: Possesses in-depth knowledge of labor laws and regulations to ensure all policies and practices are fair and legally compliant.

• Tech-savvy: Is proficient with modern HR technology, including HRIS, talent management software, and data analysis tools.

Cultural fit and values

• Ethical and confidential: Demonstrates a high level of integrity, honesty, and discretion when handling sensitive information.

• Cultural champion: Aligns with the company's mission and values and can actively work to shape a positive and inclusive workplace culture.

• Diversity advocate: Is committed to implementing inclusive practices and understands how a diverse workforce fuels innovation and creativity.

Qualifications and skills

• Proven experience as a Strategic HR Manager or other relevant HR executive role.

• Demonstrable experience with HR metrics and strategic workforce planning.

• In-depth knowledge of labor law and HR best practices.

• Excellent communication, interpersonal, and negotiation skills, with the ability to build effective relationships at all levels of the organization.

• Strong analytical and problem-solving skills, with a results-driven mindset.

• Ability to architect and execute strategy, along with strong leadership skills.

• Degree in Human Resources, Business Administration, or a related field; a Master's degree is preferred.

• HR certifications (e.g., SHRM-SCP) are a plus

Skills Required