Job Summary
The HR Manager cum Recruitment Specialist will manage HR operations and recruitment processes for the company, specializing in software development outsourcing. The role requires a strong understanding of the IT and software industry to attract top talent and manage HR functions. This position is crucial in ensuring the smooth functioning of HR operations, employee satisfaction, and organizational growth while focusing on hiring skilled software developers, project managers, and other tech professionals.
Key Responsibility
I- Human Resource Management
HR Strategy & Planning
Develop and execute HR strategies aligned with the business goals of a software outsourcing company.
Provide strategic direction on workforce planning, resource management, and employee retention to support project- based demands.
Policy Development & Compliance:
Create and maintain HR policies and ensure they comply with local labor laws and industry standards.
Ensure all employee records, benefits, and compensation programs are properly maintained and in compliance with the law.
Employee Relations:
Serve as a liaison between employees and management to resolve conflicts and manage employee concerns.
Create programs that foster a collaborative, high- performing culture with a focus on work- life balance, particularly for remote employees.
Training & Development:
Identify skills gaps and oversee the design of technical and soft skills training programs.
Ensure the development of internal talent to meet the specific needs of software projects
Implement career development paths for technical staff and managers.
Performance Management:
Implement performance review processes that measure employee progress and project success.
Guide team leads in conducting effective evaluations and providing feedback to improve employee performance and productivity.
Employee Engagement & Retention:
Develop and manage retention programs to reduce turnover, especially for high- demand tech roles like software engineers and IT project managers.
Develop initiatives that maintain a high level of engagement among technical teams, including remote and on- site staff.
II- Recruitment & Talent Acquisition
IT Talent Sourcing
Build and execute a recruitment strategy that targets high- quality candidates for technical positions such as software developers, QA engineers, system architects, DevOps engineers, and project managers.
Leverage various sourcing channels (LinkedIn, GitHub, job boards, coding communities) and recruitment platforms specific to the tech industry.
Candidate Screening & Selection:
Collaborate with technical leads and managers for deeper technical evaluations and final interviews.
Review applications and conduct interviews to assess technical skills, cultural fit, and problem- solving abilities.
Hiring for Global and Remote Teams:
Understand the unique challenges of hiring across different geographies and time zones.
Manage the recruitment of remote talent, ensuring they fit into the company&039;s software development workflow and project timelines.
Employer Branding:
Develop and promote the company’s employer brand within the tech industry, including organizing and participating in tech meetups, hackathons, and job fairs.
Create online recruitment campaigns that reflect the company’s culture and values, targeting software developers and IT professionals.
Onboarding:
Introduce them to the company’s agile methodologies, coding standards, and project management tools (e.g., JIRA, Git)
Manage a structured onboarding process for new hires, ensuring they quickly integrate into the company’s technical teams and project management systems.
