Talent & Culture Manager

As a Talent & Culture Manager, your responsibilities will include providing strategic HR advisory to the CEO, managing payroll operations, driving employee engagement initiatives, overseeing recruitment processes, and ensuring compliance with labor laws. You will also play a key role in shaping the company's culture and implementing policies that support our long-term business goals.

To qualify for the Talent & Culture Manager role, you should have a Bachelor’s degree or professional certification in Human Resources or a related field, alongside at least 6 years of progressive HR experience. At least 2 years of leadership experience is essential, along with a solid understanding of payroll processes and compliance with local tax regulations.

Our company culture is vibrant and inclusive, emphasizing collaboration and growth. As a Talent & Culture Manager, you will foster a positive workplace environment that values diverse skill sets and experiences. We encourage innovative thinking, and you’ll find ample opportunities to challenge yourself and build strong relationships with team members.

We offer an attractive benefits package for our Talent & Culture Manager role, which includes additional annual leave, comprehensive medical and insurance coverages, optical and dental subsidies, and opportunities for personal and professional development. Our goal is to support your well-being while you thrive at work.

Key skills for a Talent & Culture Manager include strong interpersonal and communication abilities, proficiency in talent management and acquisition, analytical mindset for risk identification, and leadership coaching skills. Adaptability and a proactive approach in a fast-paced environment are also crucial for success in this position.

To manage payroll processing across different regions, I establish clear workflows that ensure compliance with local laws. I collaborate closely with external payroll vendors and coordinate with local HR teams to maintain accuracy in salary calculations and statutory contributions.

In my previous role, I initiated a company-wide employee feedback program that identified areas for improvement. By implementing a series of engagement workshops and wellness initiatives, we saw a significant increase in employee satisfaction scores and retention rates.

I ensure HR compliance by regularly reviewing local labor laws, conducting training sessions for HR staff, and developing comprehensive HR policies that align with regulations. I also encourage open communication within the team to address any compliance issues proactively.

I analyze current workforce metrics and anticipate future needs based on business objectives. By engaging in regular discussions with senior leadership, I provide insights that support informed decision-making regarding hiring and restructuring.

I leverage a mix of traditional and modern recruiting strategies, including networking events, social media outreach, and employee referrals. I focus on creating a strong employer brand to attract top talent who align with our company values.

I approach conflict resolution with empathy and active listening, ensuring that all parties feel heard. I facilitate open discussions to identify common ground, and I work towards a resolution that aligns with our organizational values while preserving a positive workplace culture.

I utilize various HRIS platforms to manage employee data and payroll, alongside project management tools to improve team collaboration. I find that using Google Suite products effectively enhances communication and productivity.

I track metrics such as employee retention rates, engagement scores, pre- and post-training performance, and compliance rates. These metrics provide valuable insights into the effectiveness of HR initiatives and highlight areas for improvement.

I have developed and implemented leadership development programs that include mentorship, coaching sessions, and skill assessment workshops. These programs have successfully prepared mid-level managers for more senior roles within the organization.

I ensure a smooth onboarding process by creating a comprehensive orientation plan that includes team introductions, training schedules, and access to company resources. Regular check-ins during the first few weeks help to address any questions or concerns new hires may have.