**About Us:** Sakira/Champro® is a private manufacturer of sports goods and apparel with over 30 years of experience. We offer high-quality, both traditional and innovative sports equipment and apparel, supported by exceptional and ethical customer service. Our business philosophy centers on our customers, and we take pride in offering the best quality-to-price ratio in team sports products. **Human Resources Manager – Focus on Labor Relations** ----------------------------------------------------------------- ### **Overview** The **Human Resources Manager (Labor Relations)** is responsible for ensuring compliance with Dominican labor legislation, internal policies, and the organization’s ethical standards. This role leads processes throughout the employee lifecycle—from onboarding to separation—ensuring fair, transparent management aligned with business strategy. This position combines **labor relations administration**, **legal compliance management**, **conflict resolution**, and **employee professional development planning**, promoting a stable, productive, and respectful work environment. ### **Key Responsibilities** #### **Legal Compliance and Labor Relations** * Ensure compliance with the Labor Code of the Dominican Republic, complementary laws, and applicable regulations (Ministry of Labor, TSS, INFOTEP, WRAP, among others). * Supervise the proper implementation of internal policies, internal regulations, disciplinary sanctions, suspensions, and dismissals with cause in accordance with Articles 88, 45, 94, 95, and 96 of the Labor Code. * Accompany and validate all termination processes and/or suspensions or employee vacations, ensuring documentation, accurate calculation, and timely delivery of corresponding benefits or payments as required by law. #### **Case Management and Work Environment** * Serve as the first point of contact for complaints, reports, conflicts, or workplace disputes, ensuring confidentiality, impartiality, and follow-up. * Investigate disciplinary incidents, document evidence, and recommend proportionate sanctions according to the internal consequences framework. * Coordinate labor dialogue committees or forums to strengthen relationships between supervisors and employees. * Conduct periodic rounds in plant and office areas to monitor working conditions, engagement levels, and workplace atmosphere. * Supervise post-onboarding processes, including defining career paths and technical or leadership training plans based on job trajectory. * Implement internal mobility programs, promotions, rotations, and talent development initiatives aimed at employee retention and growth. * Collaborate with the Culture and Employee Experience team in designing recognition, well-being, and engagement programs. * Identify and manage risks related to turnover, absenteeism, and recurring conflicts, proposing continuous improvement measures. * Ensure accuracy in employment records: contracts, payrolls, vacations, leaves, absences, sanctions, and performance evaluations. * Prepare and present weekly/monthly reports on: + Labor relations indicators (turnover, sanctions, absenteeism, conciliations). + Open legal cases and mitigation plans. + Progress in career and development plans. * Advise leaders on performance issues, disciplinary actions, and legal documentation for their team members. * Coordinate training sessions on labor rights, ethical management, and respectful leadership. * Participate in internal and external audits, verifying compliance with WRAP principles and international social responsibility standards. * Propose initiatives for automation, digitalization of personnel files, and improvement of HR legal and administrative processes.