Assistant Manager - HRMS Implementation & Talent Management (5-10 yrs)

1. HRMS Implementation at Organizational Level:

- The incumbent will be tasked with overseeing the end-to-end implementation of a Human Resource Management System (HRMS) across the organization. This includes:

- Assessing organizational needs and selecting the appropriate HRMS software.

- Coordinating with internal stakeholders (HR, IT, and department heads) to ensure alignment with business processes.

- Managing vendor relationships and ensuring the system is customized to meet the organization's specific HR needs.

- Leading the integration of different HR functions (payroll, attendance, employee data management) into the system.

- Training HR staff and employees on how to use the system effectively and ensuring smooth adoption across departments.

2. Performance Management System (PMS), Compensation & Benefits (C&B), and Learning & Development at Corporate Level:

- At the corporate level, the incumbent will also be responsible for:

PMS: Developing and managing the Performance Management System to ensure that employee performance is aligned with company goals. This includes setting up processes for appraisals, performance reviews, and feedback mechanisms.

C&B: Designing and overseeing Compensation & Benefits strategies, ensuring competitive pay structures and benefits that are in line with industry standards and organizational budget.

Employee Engagement: Creating and executing employee engagement programs that foster a positive workplace culture, improve employee morale, and enhance retention rates.

Prior Experience in HRMS Implementation and Talent Management is a Must:

- The role requires a candidate who has previously led the implementation of an HRMS, including hands-on experience in project management, system customization, and employee training.

- Additionally, expertise in Talent Management is essential, meaning the individual must have experience in managing key HR functions such as recruitment, performance management, succession planning, and employee development. This ensures the candidate can handle both the technical and strategic aspects of the role.