1. Recruitment and Staffing

• Job Posting & Advertising: Create and post job openings on appropriate platforms.
• Screening & Interviewing: Review resumes, conduct interviews, and recommend candidates for positions.
• Onboarding: Facilitate the orientation and integration process for new employees.

2. Employee Relations

• Conflict Resolution: Address employee concerns, mediate disputes, and ensure a healthy work environment.
• Employee Engagement: Develop programs and initiatives to boost employee morale and productivity.
• Employee Counseling: Provide guidance on personal and work-related issues affecting performance.

3. Compensation and Benefits Management

• Salary Administration: Develop and manage salary structures, ensuring competitive pay.
• Benefits Programs: Oversee employee benefits, such as health insurance, retirement plans, and bonuses.
• Payroll Management: Ensure timely and accurate processing of payroll ensuring accurate recording of staff attendance.

4. Training and Development

• Employee Training: Organize skill-building programs, workshops, and seminars to improve employee performance.

5. Performance Management

• Appraisals: Organize and manage performance evaluation systems to ensure fair and effective feedback.
• Goal Setting: Collaborate with employees and managers to set performance goals and track progress.
• Improvement Plans: Develop performance improvement plans for underperforming employees.

6. Compliance and Legal Responsibilities

• Labor Law Compliance: Ensure the organization is following labor laws, health and safety regulations, and industry standards.
• Workplace Safety: Implement and monitor safety programs to comply with occupational health and safety laws.

7. Policy Development and Administration

• Company Policies: Develop and enforce policies related to conduct, attendance, and workplace behavior.
• Employee Handbook: Create and update the employee handbook to reflect company rules, regulations, and benefits.
• Legal Compliance: Ensure that company policies align with labor laws and employment regulations.

8. HR Strategy and Planning

• Workforce Planning: Analyze staffing needs and plan for future workforce requirements based on company goals.
• HR Metrics & Reporting: Collect and analyze HR data to measure effectiveness and make improvements.
• Strategic Initiatives: Align HR strategies with the organization’s overall business objectives.

9. Employee Retention and Well-being

• Employee Satisfaction: Conduct surveys and feedback sessions to gauge employee satisfaction.
• Retention Programs: Develop retention strategies to minimize turnover, such as recognition programs or career progression opportunities.
• Work-life Balance: Implement initiatives to promote work-life balance and employee well- being.

10. Organizational Development

• Organizational Structure: Help design and manage the structure of teams and departments to ensure efficiency.

11. Succession Planning

• Talent Identification: Identify high-potential employees and prepare them for senior roles.
• Proactive Recruitment: Use a proactive recruitment method to take a strategic, active role in sourcing, engaging, and securing top-tier talent.
• Career Path Development: Create programs for career growth within the organization to ensure talent continuity.

Educational Requirement:

• At least Bachelor's degree in Human Resources, Business Administration or equivalent.

Technical Requirement:

• Excellent organizing abilities.
• Great attention to detail
• Good with numbers and figures
• Excellent knowledge of MS Office most importantly Excel, Word etc.
• Comprehensive knowledge of Nepalese HR and labor law.

Other Requirements:

• Time management skill.
• Should be honest and accountable.
• Excellent communication skills both verbal and written.
• Excellent communication, interpersonal, and conflict-resolution skills.

Notes: 

• Salary and Benefits: Will be offered as per the candidates experience and qualification. Salary is not a bar for deserving candidates.