**PROFESSION:** * Bachelor's degree in Business Administration, Human Resources Management, or equivalent. * Master's studies (preferred) **EXPERIENCE** * \+8 years in similar positions within logistics, industrial, petrochemical, and manufacturing companies. * Personnel management in companies with HC \+1300 * Advanced English language proficiency * Preparation of reports and presentations for national and international corporate offices. For a company with **over 1,300 employees**, the role of **Human Resources Manager** becomes highly strategic, complex, and focused on comprehensive talent and operational management. Below are the **main activities and key responsibilities**, clearly and professionally organized: **Main Activities and Responsibilities:** * Design and implement an integrated Human Resources strategy aligned with the business plan. * Ensure the organizational structure supports growth, productivity, and competitiveness. * Manage HR budgets: payroll, training, benefits, recruitment, and organizational development. **2\. Comprehensive Human Capital Management** * Supervise all processes throughout the employee lifecycle: **attraction → selection → hiring → onboarding → development → retention → exit**. * Design clear policies for each stage of the lifecycle and ensure their enforcement across the organization. **3\. Labor Relations and Legal Compliance** * Guarantee compliance with labor, tax, and social security regulations. * Manage union relations, negotiations, and collective agreements. * Prevent and manage labor and disciplinary conflicts. * Conduct labor compliance audits. **4\. Workplace Climate, Culture, and Internal Communication Management** * Lead strategies to enhance organizational culture (values, purpose, engagement). * Implement employee engagement surveys and develop action plans. * Ensure effective internal communication across all departments and operational levels. * Lead wellness, occupational health, and work\-life balance programs. **5\. Organizational Development and Training** * Develop training programs, leadership initiatives, and key competencies for operations. * Design **career paths**, **succession plans**, and high-potential programs. * Coordinate large-scale performance evaluations (by competencies and objectives). **6\. Compensation and Benefits Administration** * Supervise accurate execution of **payroll**, including variable components, incidents, and tax compliance. * Establish competitive compensation structures (salary scales, bonuses, incentives). * Manage benefits such as insurance, extended perks, recognition programs, etc. **7\. Performance and Productivity Management** * Establish key Human Resources indicators (KPIs) and report them to senior management. * Measure absenteeism, turnover, productivity, training efficiency, and vacancy coverage time. * Identify improvement areas and propose data-driven solutions. **8\. Human Resources Team Leadership** * Lead a large and specialized team (recruitment, payroll, labor relations, OD, training, etc.). * Train, evaluate, and develop HR department personnel. * Ensure process standardization across all plants, zones, or branches. **9\. Human Resources Digital Transformation** * Supervise the implementation of HR technology: * payroll systems, * training platforms, * attendance tracking systems, * performance evaluations, * employee portals. * Drive innovation initiatives (automation, analytics, organizational intelligence). **10\. Change Management** * Lead organizational change processes arising from mergers, restructuring, expansions, or implementation of new work models. * Prepare employees and leaders to adapt to new ways of operating. Job type: Full-time Salary: $70,000\.00 \- $90,000\.00 per month Work location: On-site employment