Human Development Manager

Human development professionals attempt to understand the intellectual, emotional & cultural development of people and how external forces may impact development over a life time should be passionate about helping people learn and grow. Excellent communication skills are essential as well as having experience designing e-learning courses, and managing budgets, rating and implementing training programs, and overseeing the development of careers.

The HD Manager sets performance metrics, evaluates productivity, and helps workers create long-term career plans within an organization. They are also responsible for attracting, motivating, and retaining the most qualified talent by directing the administrative functions of the HD department. Due to the supervisory nature of this position, human resource managers are called upon to handle employee-related services, regulatory compliance, and employee relations, among many other tasks. The goal is to promote corporate values and enable University success through human development management, including job design, recruitment, performance management, training & development, employment cycle changes, talent management, and facilities management service and to support University needs and ensure the proper implementation of University strategy and objectives.

• Create and execute learning strategies and programs.
• Evaluate individual and organizational development needs.
• Assess the success of development plans and help employees make the most of learning opportunities.
• Help managers develop their team members through career pathing.
• Track budgets and negotiate contracts.
• Hire and oversee training
• Prepare and implement training budget.
• Evaluate needs of company and plan training programs accordingly.
• Assist with the development of strategic plans.
• The function focused on the future of the organization.
• Development grows the future leaders and brings retention programs for the specific and key groups of employees.
• Cooperates directly with the top management.
• Builds the sustainable competitive advantage for the organization
• Explores ideas of the top management and provides right programs for specific group of employees.
• Promotes development programs in the organization.
• Sets the basic schedule of career development activities during the year.
• Planning, organizing, and controlling the activities and actions of the HD department
• Implementing and revising a company’s compensation program
• Creating and revising job descriptions
• Conducting annual salary surveys
• Developing, analyzing, and updating the company’s salary budget
• Developing, analyzing and updating the company’s evaluation program
• Developing, revising, and recommending personnel policies and procedures
• Maintaining and revising the company’s handbook on policies and procedures
• Performing benefits administration
• Overseeing recruitment efforts for all personnel, including writing and placing job ads
• Conducting new employee orientations and employee relations counseling
• Overseeing exit interviews
• Maintaining department records and reports
• Maintaining company directory and other organizational charts
• Recommending new policies, approaches, and procedures
• Developing and implementing HD strategies and initiatives aligned with the overall business strategy.
• Managing the recruitment and selection process.
• Support current and future university needs through the development, engagement, motivation and preservation of human capital.
• Develop and monitor overall HD strategies, systems, tactics and procedures across the organization.
• Maintain pay plan and benefits program.
• Report to management and provide decision support through HD metrics.