The HR Manager (Strategic Operations) will lead key human resources functions including Talent Acquisition, Employee Relations, Performance Management, and Organizational Development. The ideal candidate will act as a strategic HR partner, driving people initiatives that enhance culture, performance, and organizational effectiveness. 1. Talent Acquisition (TA) Full-Cycle Recruiting: Manage the end-to-end hiring process for key roles, from sourcing to offer negotiation. Employer Branding: Enhance the company’s reputation to attract top-tier passive candidates. Strategic Sourcing: Build a diverse pipeline of talent and manage agency relationships when necessary. 2. Employee Relations (ER) Conflict Resolution: Act as the primary mediator for internal disputes, ensuring a fair and empathetic workplace. Culture Advocacy: Drive initiatives that improve employee engagement, belonging, and retention. Feedback Loops: Manage stay/exit interviews and engagement surveys to pulse-check the "vibe" of the office. 3. Performance Management (PM) Review Cycles: Design and execute modern performance appraisal systems (360 reviews, OKRs, or KPIs). Coaching: Support managers in delivering constructive feedback and handling underperformance. Recognition Programs: Develop ways to celebrate wins and reward high-performers. 4. Organizational Development (OD) L&D Initiatives: Identify skill gaps and coordinate training programs or leadership coaching. Succession Planning: Map out career paths for high-potential employees to ensure long-term stability. Change Management: Guide the team through transitions, restructures, or rapid scaling.