Thinking IT Corp.

Financial Planning and Analysis

• Prepare budgets, forecasts, and financial reports.
• Analyze financial performance, identify trends, and provide actionable insights.
• Support senior management in strategic decision-making with financial data.
• Oversee accounting operations, including accounts payable, receivable, and general ledger.
• Ensure timely and accurate monthly, quarterly, and annual financial reporting.
• Coordinate audits and ensure compliance with accounting standards and regulations.
• Monitor cash flow, manage working capital, and optimize financial processes.
• Identify financial risks and develop strategies to mitigate them.
• Lead and mentor finance team members, ensuring professional growth.
• Collaborate with other departments to support financial goals and compliance.
• Ensure compliance with tax laws, financial regulations, and internal policies.
• Maintain accurate and up-to-date financial records and documentation.

Finance Manager

Human Resources

• We are seeking an experienced and strategic **HR Manager** to lead and develop our Human Resources function. This role is ideal for a proactive professional who can balance operational HR responsibilities with strategic workforce planning, talent development, and organizational growth initiatives.
• The HR Manager will play a key role in shaping company culture, strengthening employee engagement, and ensuring compliance with labor regulations while supporting business objectives.******Key Responsibilities**
• **1. HR Strategy & Leadership**
• - Develop and implement HR strategies aligned with company goals.
• - Advise management on organizational structure, workforce planning, and talent management.
• - Lead and mentor the HR team (if applicable).
• **2. Recruitment & Talent Acquisition**
• - Oversee full-cycle recruitment and onboarding processes.
• - Develop effective sourcing strategies to attract top talent.
• - Improve employer branding initiatives.
• **3. Employee Relations & Engagement**
• - Foster a positive and inclusive work environment.
• - Handle employee relations matters, conflict resolution, and disciplinary processes.
• - Lead employee engagement and retention initiatives.
• **4. Performance Management**
• - Implement and manage performance appraisal systems.
• - Support managers in goal setting, feedback, and employee development plans.
• **5. Compensation & Benefits**
• - Manage payroll coordination, compensation benchmarking, and benefits administration.
• - Ensure competitive and compliant compensation structures.
• **6. Compliance & Policies**
• - Ensure compliance with local labor laws and regulations.
• - Develop, update, and implement HR policies and procedures.
• - Maintain accurate HR records and reporting.
• **7. Learning & Development**
• - Identify training needs and implement development programs.
• - Support leadership development and succession planning initiatives.

HR Manager

Payroll

• Process end-to-end payroll for multiple locations, ensuring accuracy and timeliness.
• Maintain payroll records, employee data, and related documentation.
• Ensure compliance with federal, state, and local payroll laws and regulations.
• Collaborate with HR and Finance teams to reconcile payroll discrepancies.
• Handle payroll-related inquiries from employees and management professionally.
• Prepare payroll reports and assist with audits or internal reporting.
• Stay up-to-date with changes in payroll legislation, tax laws, and best practices.

Payroll Specialist

Payroll Specialist – EE, LV, LT

• Partner with business leaders to understand business objectives and provide HR guidance.
• Align HR initiatives with organizational strategy and priorities.
• Drive workforce planning, succession planning, and organizational design.
• Support leadership in talent review, performance management, and career development.
• Identify skill gaps and work with Learning & Development to implement programs.
• Promote high-potential employee development and retention strategies.
• Act as a trusted point of contact for managers and employees.
• Provide guidance on employee relations, conflict resolution, and performance issues.
• Lead initiatives to enhance employee engagement and company culture.
• Ensure HR policies, procedures, and programs comply with local laws and regulations.
• Partner with HR operations to deliver seamless HR services.
• Maintain accurate HR metrics and reporting to support decision-making.

HR Business Partner – IE, SCT

• Develop and implement HR strategies aligned with company goals.
• Advise management on organizational structure, workforce planning, and talent management.
• Lead and mentor the HR team (if applicable).
• Oversee full-cycle recruitment and onboarding processes.
• Develop effective sourcing strategies to attract top talent.
• Improve employer branding initiatives.
• Foster a positive and inclusive work environment.
• Handle employee relations matters, conflict resolution, and disciplinary processes.
• Lead employee engagement and retention initiatives.
• Implement and manage performance appraisal systems.
• Support managers in goal setting, feedback, and employee development plans.
• Manage payroll coordination, compensation benchmarking, and benefits administration.
• Ensure compliance with local labor laws and regulations.
• Develop, update, and implement HR policies and procedures.
• Maintain accurate HR records and reporting.
• Identify training needs and implement development programs.
• Support leadership development and succession planning initiatives.

HR Business Partner

• We are looking for a strategic **HR Business Partner (HRBP)** to collaborate closely with business leaders and drive HR initiatives that support organizational goals. The HRBP will act as a trusted advisor, influencing people strategies, fostering employee engagement, and enabling business performance across the company.
• This role is ideal for a proactive professional who can combine operational HR expertise with strategic insight to help shape the workforce of tomorrow.**Key Responsibilities**
• **1. Strategic Partnership**
• - Partner with business leaders to understand business objectives and provide HR guidance.
• - Align HR initiatives with organizational strategy and priorities.
• - Drive workforce planning, succession planning, and organizational design.
• **2. Talent Management & Development**
• - Support leadership in talent review, performance management, and career development.
• - Identify skill gaps and work with Learning & Development to implement programs.
• - Promote high-potential employee development and retention strategies.
• **3. Employee Relations & Engagement**
• - Act as a trusted point of contact for managers and employees.
• - Provide guidance on employee relations, conflict resolution, and performance issues.
• - Lead initiatives to enhance employee engagement and company culture.
• **4. HR Operations & Compliance**
• - Ensure HR policies, procedures, and programs comply with local laws and regulations.
• - Partner with HR operations to deliver seamless HR services.
• - Maintain accurate HR metrics and reporting to support decision-making.

• Develop and implement HR strategies aligned with company goals.
• Advise management on organizational structure, workforce planning, and talent management.
• Lead and mentor the HR team (if applicable).
• Oversee full-cycle recruitment and onboarding processes.
• Develop effective sourcing strategies to attract top talent.
• Improve employer branding initiatives.
• Foster a positive and inclusive work environment.
• Handle employee relations matters, conflict resolution, and disciplinary processes.
• Lead employee engagement and retention initiatives.
• Implement and manage performance appraisal systems.
• Support managers in goal setting, feedback, and employee development plans.
• Manage payroll coordination, compensation benchmarking, and benefits administration.
• Ensure competitive and compliant compensation structures.
• Ensure compliance with local labor laws and regulations.
• Develop, update, and implement HR policies and procedures.
• Maintain accurate HR records and reporting.
• Identify training needs and implement development programs.
• Support leadership development and succession planning initiatives.

• We are looking for a strategic **HR Business Partner (HRBP)** to collaborate closely with business leaders and drive HR initiatives that support organizational goals. The HRBP will act as a trusted advisor, influencing people strategies, fostering employee engagement, and enabling business performance across the company.
• This role is ideal for a proactive professional who can combine operational HR expertise with strategic insight to help shape the workforce of tomorrow.
• **Key Responsibilities****1. Strategic Partnership**
• - Partner with business leaders to understand business objectives and provide HR guidance.
• - Align HR initiatives with organizational strategy and priorities.
• - Drive workforce planning, succession planning, and organizational design.
• **2. Talent Management & Development**
• - Support leadership in talent review, performance management, and career development.
• - Identify skill gaps and work with Learning & Development to implement programs.
• - Promote high-potential employee development and retention strategies.
• **3. Employee Relations & Engagement**
• - Act as a trusted point of contact for managers and employees.
• - Provide guidance on employee relations, conflict resolution, and performance issues.
• - Lead initiatives to enhance employee engagement and company culture.
• **4. HR Operations & Compliance**
• - Ensure HR policies, procedures, and programs comply with local laws and regulations.
• - Partner with HR operations to deliver seamless HR services.
• - Maintain accurate HR metrics and reporting to support decision-making.

• - Process end-to-end payroll for multiple locations, ensuring accuracy and timeliness.
• - Maintain payroll records, employee data, and related documentation.
• - Ensure compliance with federal, state, and local payroll laws and regulations.
• - Collaborate with HR and Finance teams to reconcile payroll discrepancies.
• - Handle payroll-related inquiries from employees and management professionally.
• - Prepare payroll reports and assist with audits or internal reporting.
• - Stay up-to-date with changes in payroll legislation, tax laws, and best practices.