Responsible for sourcing, negotiating, and purchasing raw materials, fabrics, and trims while ensuring cost-effectiveness, quality, and timely deliveries. The role requires strong vendor management, market research, and budget control to support production efficiency. Also ensures compliance with industry regulations and sustainability practices while optimizing supply chain performance. This position demands extensive experience in procurement, strategic sourcing, and supply chain management within the garment industry.
Key Responsibilities:
Identify, evaluate, and manage supplier relationships.
Negotiate pricing and contracts to optimize costs.
Issue purchase orders and track deliveries.
Ensure materials meet quality and compliance standards.
Monitor budgets and suggest cost-saving measures.
Collaborate with design, production, and logistics teams.
Conduct market research to identify new sourcing opportunities.
Develop and implement procurement strategies for efficiency.
Resolve supplier issues and ensure uninterrupted material supply.
Lead supplier audits and evaluate performance for long-term partnerships.
Identify risks in the supply chain and develop mitigation plans.
Qualifications & Skills:
Bachelor’s degree in Supply Chain, Business, or related field.
5-7 years of procurement experience in garments or textiles.
Strong negotiation, communication, and analytical skills.
Expertise in fabrics, trims, and garment production processes.
Proficiency in procurement software and ERP systems.
Ability to develop and execute procurement strategies.
Responsible for sourcing, negotiating, and purchasing raw materials, fabrics, and trims while ensuring cost-effectiveness, quality, and timely deliveries. The role requires strong vendor management, market research, and budget control to support production efficiency. The Procurement Specialist also ensures compliance with industry regulations and sustainability practices while optimizing supply chain performance. This position demands extensive experience in procurement, strategic sourcing, and supply chain management within the garment industry.
Key Responsibilities:
Identify, evaluate, and manage supplier relationships.
Negotiate pricing and contracts to optimize costs.
Issue purchase orders and track deliveries.
Ensure materials meet quality and compliance standards.
Monitor budgets and suggest cost-saving measures.
Collaborate with design, production, and logistics teams.
Conduct market research to identify new sourcing opportunities.
Develop and implement procurement strategies for efficiency.
Resolve supplier issues and ensure uninterrupted material supply.
Lead supplier audits and evaluate performance for long-term partnerships.
Identify risks in the supply chain and develop mitigation plans.
Qualifications & Skills:
Bachelor’s degree in Supply Chain, Business, or related field.
5-7 years of procurement experience in garments or textiles.
Strong negotiation, communication, and analytical skills.
Expertise in fabrics, trims, and garment production processes.
Proficiency in procurement software and ERP systems.
Ability to develop and execute procurement strategies.
Imagine running a business with no clear hiring process, no employee guidelines, and no way to track performance. Chaos, right? That’s what happens when businesses overlook HR. Human Resources (HR) is more than just a department—it’s the foundation of a strong and successful business. Many business owners think HR management is only about hiring and firing, but in reality, it plays a crucial role in building and maintaining a productive workforce. A well-structured HR strategy ensures that employees are motivated, trained, and aligned with business goals. Without good HR, businesses struggle with high turnover, compliance risks, and unmotivated teams. Let’s dive deep into why HR is critical for business success and the risks of neglecting it.
1. Hiring the Right People
Every business needs skilled and reliable employees to grow. HR ensures the right recruitment process is in place, from defining job roles to screening and interviewing candidates. A strong HR recruitment strategy saves businesses from costly hiring mistakes and ensures they attract top talent. Without proper hiring practices, businesses risk high turnover, poor performance, and low morale.
2. Employee Onboarding & Retention
Hiring doesn’t stop at recruitment. A structured onboarding process helps new employees settle in, understand company culture, and become productive faster. HR onboarding programs ensure new hires feel welcome and have the tools they need to succeed. Businesses with strong onboarding programs experience higher employee retention and engagement, reducing costs associated with frequent rehiring.
3. Performance Management
How do you know if your employees are performing well? HR sets up performance management systems to track progress, provide feedback, and help employees improve. Regular employee evaluations and goal-setting ensure that employees stay on track and contribute to business growth. Without HR performance management, businesses struggle to measure employee performance and risk low productivity.
4. Training & Employee Development
A business is only as strong as its employees. HR training and development programs upskill workers, increase efficiency, and keep teams competitive. Investing in employee training leads to higher job satisfaction, increased productivity, and a workforce that can adapt to industry changes.
5. Compensation & Benefits Management
Paying employees fairly and offering competitive benefits is key to attracting and retaining top talent. HR compensation and benefits management ensures that salaries are competitive, bonuses are well-structured, and employee benefits (such as health insurance, paid leave, and retirement plans) meet expectations. Without HR managing compensation, businesses risk losing valuable employees to competitors.
6. HR Compliance & Labor Law Adherence
Businesses must follow labor laws and workplace regulations to avoid legal trouble. HR compliance ensures businesses follow employment laws, workplace safety standards, and fair labor practices. It also creates policies to prevent workplace issues such as discrimination, harassment, and unfair treatment. Failure to comply with labor laws can lead to lawsuits, fines, and reputational damage.
7. Workplace Culture & Employee Relations
HR plays a huge role in shaping company culture. It fosters a positive work environment by promoting teamwork, addressing conflicts, and improving communication between employees and management. A strong HR culture strategy boosts employee morale, reduces turnover, and increases business success.
8. Risk Management & Workplace Safety
A safe workplace is essential for employee well-being. HR risk management ensures compliance with occupational safety laws, provides training on safety protocols, and reduces workplace accidents. Strong HR policies help businesses operate smoothly.
9. Succession Planning & Leadership Development
Future business success depends on strong leadership. HR succession planning identifies and develops employees who have leadership potential, ensuring businesses have a pipeline of skilled managers and executives. Without succession planning, businesses risk instability when key employees leave.
10. Workforce Planning
A successful business requires a well-thought-out workforce strategy. HR workforce planning ensures businesses have the right people in the right roles at the right time. It involves forecasting future hiring needs, analyzing skill gaps, and creating long-term talent strategies. Without HR workforce planning, businesses struggle with sudden staff shortages, poor resource allocation, and talent mismanagement.
11. Employee Relations
Maintaining strong employee relationships is vital for workplace harmony. HR employee relations management focuses on resolving conflicts, improving communication, and ensuring fair treatment of employees. A positive employee relations strategy fosters a productive work environment, reduces disputes, and increases job satisfaction. Without HR handling employee relations, businesses risk workplace tension, high turnover, and legal issues. Future business success depends on strong leadership. HR succession planning identifies and develops employees who have leadership potential, ensuring businesses have a pipeline of skilled managers and executives. Without succession planning, businesses risk instability when key employees leave.
The Risks of Poor HR Management
Ignoring HR can be a costly mistake for any business. Here are some risks businesses face without a strong HR strategy:
– High Employee Turnover – Constant rehiring drains time and resources.
– Legal Issues & Fines – Non-compliance with labor laws leads to lawsuits.
– Workplace Conflicts – Lack of employee relations management results in disputes.
– Poor Performance – No clear performance tracking leads to low productivity.
The Benefits of a Strong HR System
On the other hand, investing in HR best practices brings major benefits:
– Stronger Workforce – HR ensures skilled employees are hired and retained.
– Better Compliance – Avoid legal risks with proper policies and regulations.
– Higher Employee Engagement – Motivated teams perform better and stay longer.
– Efficient Business Growth – HR helps businesses scale by building strong teams.
– Improved Workplace Culture – A positive work environment increases productivity.
Conclusion
HR is not an optional department—it is the backbone of every business. From recruitment and training to compliance and workplace culture, HR ensures businesses run efficiently and employees perform at their best. A strong HR strategy leads to business growth, reduced risks, and a thriving workforce.
Need support with HR? Contact us for free HR Consultation today! We specialize in building strong HR systems that drive business success.
FUNCTION: The position is responsible for operating library and providing library support services to personnel and visitors. The role involves performing professional, clerical, and technical duties as assigned, with a defined level of independence in decision-making, based on demonstrated ability and judgment.
RESPONSIBILITIES:
1. ADMINISTRATION
Supervises and operates the library and provides library services to personnel and visitors:
a) Supervises library and staff, directing all library workflow, day-to-day tasks, and projects.
b) Prepares and disseminates information to personnel as assigned.
c) Directs gathering and preparation of library’s financial, statistical, and analytical information by Library Technicians, reviews monthly and forwards information to the Library Manager.
d) Oversees staff members’ collection of fine, coffee, and used items’ sale monies and transfer to Library Manager.
e) Receives SC library’s monthly financial, statistical, and analytical information and combines with library’s monthly information to create monthly reports; reports presented to Library Manager for review and use in department planning, reporting, and meetings.
g) Utilizes and maintains a variety of audio-visual and office equipment.
h) Prepares weekly work schedules and sign time sheets for library staff.
i) Assumes responsibility for all library property and all catalogued Library inventory.
j) Responsible for library building maintenance (building exterior and library interior), raising and tracking work orders for required repairs.
k) Under the guidance of the Library Manager, hires, trains, and evaluates full time staff.
l) Gives briefings to personnel and represents library at events as directed by Library Manager.
m) Hosts and administers library programs (book discussions, recreational programs, library literacy, etc.) as directed by Library Manager.
n) Ensures Protection procedures are carried out by all library staff and customers during drills and emergencies.
o) Ensures application of library policies and procedures.
2. CIRCULATION SERVICES AND COLLECTION MANAGEMENT
Maintains an environment that encourages library use through strong customer service and a well-maintained and utilized collection:
a) Operates the circulation desk as needed.
b) Creates, updates, and deletes patron and loan records, assisting Library Manager in Integrated Library Service (ILS) database maintenance.
c) Follows established library procedures and as directed by the Library Manager regarding customer clearances, delinquent accounts, and remote site accounts.
d) Assists the Library Manager in maintaining the library collection in accordance with standard library filing and deselection rules. Follows established library procedures for withdrawing materials and directs library staff in processing weeded materials for disposal.
e) Assists patrons in the use of the ILS online catalog and online resources upon request.
f) Manages library customers’ hold, and reserve requests and fulfills requests from SC Library.
g) Manages materials displays and creates bibliographies and shelf lists as needed.
3. TECHNICAL SERVICES
Assists Library Manager in maintaining an accurate ILS database of MARC records and correctly processed physical library collection for ease of customer use:
a) Edits VERSO ILS item records for library materials as needed.
b) Under oversight of Library Manager, creates or edits short MARC records for both libraries’ new materials, saving data to catalog via ILS interface.
c) Receives new materials from SC Library; Directs and examines physical preparation and processing of new items by library staff, corrects errors as needed, and distributes to Library staff for shelving or placement on displays.
d) Edits and updates MARC records for electronic resources at direction of the Library Manager.
e) Directs library staff in repair of damaged library materials.
4. Performs other duties as assigned by the librarian.
POSITION REQUIREMENTS QUALIFICATIONS AND EXPERIENCE:
Four-year university degree in library science or a related field.
Minimum 3 years related experience in a supervisory or leadership role.
Demonstrated competency and extensive knowledge of the principles and practices of library service including current library automation systems.
SKILLS:
Position requires a strong commitment to customer service, the ability to work with individuals from diverse cultural backgrounds, a basic knowledge of western literature and culture
Computer literacy to include use of common MS Office Suite, online public access catalogs, on-line searching, and library databases.
Familiarity with copy cataloging using AACR2R and MARC record format and ability to edit MARC records are definite assets.
