As an HR Manager in the real estate sector, I was responsible for overseeing all HR functions, including the recruitment and onboarding of employees specifically tailored to the industry's unique demands. I developed and implemented HR policies and procedures that aligned with business goals while ensuring compliance with labor laws. My role involved managing the HR budget to optimize resource allocation, as well as clarifying roles and responsibilities to enhance team performance and accountability. Collaborating with leadership, I focused on improving performance appraisal processes and driving employee engagement initiatives. Additionally, I managed employee benefits and compensation programs to maintain competitive offerings that attract and retain top talent, fostering a positive work environment and supporting organizational growth through strategic HR practices.

Develop and implement long-term strategies for talent acquisition, development, and retention.
Align OD initiatives with the organization's overall business goals and objectives.
Oversee the recruitment, selection, and onboarding processes to attract and retain top talent.
Develop and implement succession planning strategies to build a robust talent pipeline.
Design and oversee the execution of training programs and professional development initiatives.
Assess organizational learning needs and develop customized solutions to enhance employee skills and competencies.
Implement and manage performance management systems to ensure alignment with organizational goals.
Provide guidance on setting performance objectives, conducting evaluations, and addressing performance issues.
Foster a positive organizational culture that supports employee engagement, collaboration, and innovation.
Lead initiatives that promote diversity, equity, and inclusion within the workplace.
Design and implement leadership development programs to build a strong leadership pipeline.
Develop and implement strategies to enhance employee engagement and job satisfaction.
Monitor and analyze employee turnover and retention metrics to address potential issues.
Track and analyze key performance indicators related to talent and organizational development.
Prepare and present reports to senior management on the effectiveness of OD initiatives and their impact on organizational performance.
Work closely with senior leaders and other departments to address talent and organizational development needs.
Build strong relationships with external vendors and consultants to leverage additional expertise and resources.

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