Assistant Director of Human Resources
Job Type

  • Strategic HR Analytics – Use data to drive decision-making processes; develop metrics and KPIs to gauge HR's impact on business performance and use analytics to identify areas for improvement. 
  • Analyze HR data to identify trends and predict future needs. 
  • Establish HR metrics and KPIs to gauge departmental and organizational performance.
  • Collaborate with the IT department to enhance HR data systems. 
  • Regularly present data-driven insights to senior management to inform business decisions. 
  • Benchmark company HR practices against industry standards. 
  • Talent Management Strategist – Spearhead initiatives that attract, develop, and retain top talent; ensure alignment with business goals. 
  • Implement talent acquisition strategies tailored to the organization’s needs. 
  • Collaborate with managers to identify talent gaps and forecast hiring needs. 
  • Drive initiatives for employee growth, from onboarding to offboarding. 
  • Facilitate career development workshops and programs.  
  • Regularly review and adapt talent management strategies based on business growth
    Leadership Development – Oversee the design and implementation of leadership programs to groom the next generation of company leaders. 
  • Create a framework to identify potential leaders within the organization. 
  • Design programs tailored to nurture and develop leadership skills. 
  • Facilitate leadership training workshops and seminars. 
  • Work with external consultants or institutions for specialized leadership programs. 
  • Evaluate the effectiveness of leadership programs through feedback and performance metrics.
  • Strategic HR Planning – Partner with business units to align HR strategies with business strategies, ensuring the workforce is prepared to achieve current and future business objectives. 
  • Ensure HR strategies support and enhance business objectives. 
  • Collaborate with department heads for manpower planning.
  • Develop workforce strategies to support innovation and agility. 
  • Continually assess organizational structures for efficiency and effectiveness. 
  • Align performance management processes with strategic objectives. 
  • Enhance Talent Acquisition – Optimize recruitment strategies to tap into diverse talent pools; oversee employer branding initiatives to position the company as an employer of choice. 
  • Develop and maintain the organization's employer brand strategy. 
  • Optimize job descriptions and advertisements for diverse talent pools. 
  • Explore and integrate AI-driven recruitment tools.
  • Analyze recruitment metrics to refine hiring processes. 
  • Collaborate with educational institutions for internship and fresh graduate hiring programs. 
  • Diversity & Inclusion (D&I) Advocate – Advocate for and implement D&I strategies in recruitment, retention, and employee development. 
  • Design and implement D&I training programs. 
  • Collaborate with diverse groups and organizations to enhance D&I initiatives. 
  • Establish metrics to measure the effectiveness of D&I strategies. 
  • Regularly review and update company policies to reflect D&I best practices.  
  • Foster an inclusive workplace culture through regular dialogues and feedback sessions.
    Leadership Development – Implement initiatives that identify and nurture future leaders of the organization, ensuring a robust leadership pipeline. 
  • Design and implement assessment tools to identify potential leaders. 
  • Establish mentorship programs linking senior leaders with potential future leaders. 
  • Regularly review and enhance leadership curricula. 
  • Partner with external organizations for specialized leadership training. 
  • Evaluate and refine leadership development strategies based on feedback and performance
  • Mentoring & Coaching – Set up mentoring and coaching frameworks to aid in employee growth and leadership development. 
  • Establish structured mentoring programs across departments. 
  • Organize regular training for mentors and coaches to enhance their skills. 
  • Monitor the effectiveness of mentoring relationships through feedback. 
  • Collaborate with external experts for specialized coaching sessions. 
  • Facilitate peer-coaching workshops and sessions. 
  • Technology Integration – Assess and recommend technological solutions for HR to optimize efficiency, including advanced HRIS systems, AI-driven recruitment tools, and more. 
  • Evaluate existing HR technology for areas of improvement. 
  • Collaborate with tech vendors to integrate advanced HRIS systems. 
  • Stay updated on emerging HR technologies and assess their applicability.  
  • Train HR team members on new tech tools and platforms. 
  • Ensure data integrity and security in all HR tech systems. 
  • Collaborate on Global Initiatives – If applicable, work with global HR teams to align practices and share best methodologies. 
  • (If applicable) Coordinate with global HR teams for aligned HR practices. 
  • Understand and accommodate cultural nuances in global HR strategies. 
  • Stay updated on global HR compliance and regulatory changes. 
  • Facilitate inter-region HR knowledge sharing sessions. 
  • Design and implement strategies for effective global talent management. 
  • Engage in Research & Development – Stay updated on the latest trends in HRM, bringing innovative solutions and best practices to the table. 
  • Stay abreast of the latest HR trends and best practices. 
  • Collaborate with academic institutions for HR research partnerships. 
  • Organize internal HR hackathons or brainstorming sessions for innovative solutions.
  • Attend and participate in HR conferences, webinars, and seminars. 
  • Facilitate regular knowledge sharing sessions within the HR team.



• 10+ years in Human Resource Management.  

• B.A. in relevant field.  

Certification from recognized HR bodies like SHRM, HRCI, CIPD, etc.  

Experience with HR Analytics tools and the ability to draw insights from data.  

Proven experience in talent management and organizational development strategies. 

Global HR Experience (if applicable) – understanding of international HR practices, cultural differences, and global compliance issues.  

Digital and Tech-savviness – Familiarity with advanced HR tech tools, including AI, automation, and analytics tools.  

Advanced communication skills, including the ability to lead change management initiatives and influence senior leadership.  

Strategic mindset with a hands-on approach to HRM. 

Limitations and Disclaimer 

The above job description is meant to describe the general nature and level of work being performed; it is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required for the position. All job requirements are subject to possible modification to reasonably accommodate individuals with disabilities. Some requirements may exclude individuals who pose a direct threat or significant risk to the health and safety of themselves or other employees. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to follow any other job-related instructions and to perform other job-related duties requested by their supervisor in compliance with Federal and State Laws. Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the employee must possess the abilities or aptitudes to perform each duty proficiently. Continued employment remains on an at-will basis, unless otherwise contractually bound.

Westcliff University is an Equal Opportunity Employer

Salary Description