HR Manager

Role & responsibilities

• Talent Acquisition:

Collaborate with hiring managers to comprehend their requirements and devise effective recruitment strategies.

Monitor and manage the end-to-end recruitment process, including screening and certifications.

Ensure a positive candidate experience throughout the recruitment process.

• Payroll & Leave Management:

Administer and oversee the organization's leave management process, including handling leave requests, tracking leave balances, and ensuring compliance with company policies.

• Grievance Handling:

Address employee grievances promptly and sensitively, ensuring fair and impartial resolutions.

Conduct investigations when necessary, gather relevant information, and maintain confidentiality throughout the process.

• Employee Engagement:

Develop and implement employee engagement initiatives to cultivate a positive work culture and enhance employee satisfaction.

Coordinate and organize employee events, activities, and recognition programs to promote team building and boost employee morale.

• Skip Meeting:

Conduct individual skip meetings with every employee every 3 months; a potent tool for leaders to gather candid feedback from employees. This process facilitates a better understanding of insights, enhances employee morale, improves organizational activities, and ensures transparency at all levels.

• Maintain Employee Records & Documentation:

Maintain comprehensive employee records, encompassing all information pertaining to an employee from hire date to termination date.

• Policy Drafting:

Assist in the development, review, and updating of HR policies and procedures to ensure compliance with applicable laws and regulations.

Collaborate with relevant stakeholders to gather input and ensure policies align with the organization's goals and values.

Communicate policy changes to employees and provide necessary training as required.

• Performance Appraisal:

Support the performance appraisal process, performance reviews, and feedback sessions.

Provide guidance to managers and employees on performance management best practices.

Assist in analyzing performance data and preparing reports to identify trends and opportunities for improvement.

• Participation in Organizational Development Meetings:

Actively engage in meetings related to the organization's development and progress, providing valuable insights.