Royce Ruan

Manages the full recruitment lifecycle, from job posting and sourcing to interviewing and onboarding. Collaborates with department heads to forecast hiring needs and define role specifications. Acts as the primary point of contact for employee grievances, conflict resolution, and disciplinary actions. Fosters a positive workplace culture by organizing engagement initiatives and team-building activities. Conducts exit interviews to analyze turnover trends and recommend retention strategies. Implements and oversees performance review systems (e.g., OKRs, KPIs, 360-degree feedback). Advises managers on goal setting, feedback delivery, and performance improvement plans (PIPs). Identifies high-potential employees for succession planning. Designs and administers salary structures, bonus programs, and benefits packages (health insurance, retirement plans, etc.). Conducts market salary benchmarking to ensure competitive pay. Manages payroll coordination in partnership with the finance department. Assesses training needs across the organization. Organizes workshops, certifications, and leadership development programs. Tracks the ROI of training initiatives on employee performance. Develops, updates, and communicates HR policies and employee handbooks. Ensures compliance with local, state, and federal labor laws (e.g., OSHA, FMLA, EEOC). Manages employee safety, health programs, and workplace investigations. Maintains HRIS (Human Resources Information Systems) to track employee records, attendance, and turnover. Generates reports on key metrics (headcount, cost-per-hire, retention rates) to support strategic decision-making. Partners with executive leadership to align HR strategy with business growth. Drives organizational change management during mergers, acquisitions, or restructuring. Promotes Diversity, Equity, and Inclusion (DEI) initiatives throughout the company.