About the job
At XigeniX, we are at the forefront of technological innovation, and our People are our greatest asset. We believe in fostering a collaborative and innovative culture where every team member can thrive. As our HR Manager, you will be instrumental in shaping this environment, ensuring that our HR practices not only support but drive our business objectives forward. Join us in leading the charge in HR innovation and cultural alignment in a tech-driven world.
XigeniX is seeking an HR Manager who thrives in a dynamic tech environment, blending strategic HR leadership with cutting-edge technology and a deep understanding of company culture. This role is designed for a forward-thinking HR professional who can drive innovation, foster cultural alignment, and ensure operational agility. The ideal candidate will be adept at leveraging HR technologies, promoting a collaborative ethos, and applying agile methodologies to manage HR processes efficiently.
REQUIREMENTS
- 5+ years in HR, with some exposure to the tech industry preferred.
- Bachelor’s degree in Human Resources, Business Administration, or a related field; an MBA is a plus.
- Familiarity with tech industry terminology and compensation practices is advantageous.
SKILLS
- Positive and resilient, with a dynamic approach to HR tasks in a growing tech company.
- Strong organisational skills with the ability to handle confidential matters and support grievance resolution with maturity.
- Proficiency in HR software and tools, with a readiness to adopt new technologies.
- Leadership qualities to work closely with the People and Culture team and collaborate across departments.
- Strong interpersonal skills, with the ability to connect well with employees and foster a supportive environment.
- Knowledge of industry networks within the IT/tech sector is a bonus.
HOW TO APPLY
If you’re excited about the opportunity to make a tangible impact in a forward-thinking tech company, we’d love to hear from you! Send your resume and a cover letter to careers@xigenix.net.
