Human Resources Manager – Abebe Mulugeta Kassa (Genet Trading)
Business and Administration, Human Resource and Recruitment, Management
Abebe Mulugeta Kassa (Genet Trading)
About Us:
Abebe Mulugeta Genet Trading Import and Export is a distinguished purveyor of premium Ethiopian Arabica coffee, sourcing beans from renowned regions such as Yirgacheffe, Lekempti, Kaffa, Djimma, and Sidamo.
With a rich heritage and a commitment to excellence, we have established ourselves as leaders in the industry, renowned for our dedication to quality, sustainability, and community impact.
Driven by a passion for fine coffee, Abebe Mulugeta Genet Trading Import and Export is dedicated to ensuring that every cup tells a story of excellence and tradition. Our team is deeply invested in upholding our values of fair trading practices and exceptional customer service.
Beyond our commitment to quality, we recognize the importance of giving back to the communities that nurture us. That’s why we allocate a portion of our annual profits to social responsibility programs, including initiatives aimed at building churches and providing clean water access to underserved communities.
At Abebe Mulugeta Genet Trading Import and Export, we are more than just a coffee company. We are pioneers, innovators, and ambassadors of Ethiopian coffee culture. Join us as we continue to elevate the Ethiopian coffee experience and make a positive impact on the lives of growers and communities across the region.
Job Description:
We are seeking an experienced and dynamic Human Resources Manager to join our team. The Human Resources Manager will play a key role in managing our human capital effectively and fostering a positive work environment.
Responsibilities include:
- Recruitment and Selection: Attracting, sourcing, and hiring qualified candidates to fill open positions within the organization. This includes creating job postings, reviewing resumes, conducting interviews, and facilitating the selection process.
- Employee Onboarding: Overseeing the process of integrating new employees into the organization. This involves conducting orientation sessions, providing training on company policies and procedures, and ensuring new hires have the resources they need to succeed.
- Employee Relations: Serving as a liaison between employees and management, handling issues related to workplace conflict, disciplinary actions, grievances, and employee morale. Facilitating communication between different departments and levels of the organization.
- Performance Management: Developing and implementing performance management systems to assess and improve employee performance. This includes setting
- performance goals, conducting regular performance evaluations, providing feedback and coaching, and addressing performance issues as they arise.
- Training and Development: Identifying training needs within the organization and designing programs to develop employees’ skills and competencies. This may include leadership development, technical training, soft skills training, and ongoing professional development opportunities.
- Compensation and Benefits: Designing and administering compensation and benefits programs that attract, retain, and motivate employees. This includes salary structures, bonuses, incentives, health insurance, retirement plans, and other employee perks.
- Compliance: Ensuring that the organization complies with relevant employment laws, regulations, and industry standards. Staying up-to-date on changes in labor laws, maintaining accurate records, and implementing policies and procedures to mitigate legal risks.
- Employee Engagement and Retention: Developing strategies to foster a positive work environment and enhance employee engagement and satisfaction. This may involve organizing team-building activities, recognizing employee achievements, and implementing programs to promote work-life balance.
- Organizational Development: Playing a key role in organizational change initiatives, such as mergers and acquisitions, restructuring, and culture transformation. Providing guidance and support to leaders and employees throughout the change process.
Qualifications:
- Bachelor’s degree in Human Resources Management, Business Administration, or related field (Master’s degree preferred).
- 3 years of experience minimum in HR leadership roles.
- SHRM-CP or PHR certification preferred.
- Strong knowledge of employment laws and regulations.
- Excellent communication, interpersonal, and conflict-resolution skills.
- Proficiency in HRIS platforms and MS Office suite.
- Ability to work effectively in a fast-paced, dynamic environment.
