LSC Infratech - Head - Human Resource Manager (7-8 yrs)

Key Responsibilities:

HR Strategy & Leadership:

- Develop and implement HR strategies, policies, and practices aligned with the company's business goals and growth objectives.

- Lead the HR function in driving organizational development, change management, and culture-building initiatives.

- Partner with the leadership team to understand business needs and provide HR solutions that drive performance, productivity, and employee satisfaction.

- Provide HR leadership across all levels of the organization, ensuring alignment with the company's mission, vision, and values.

Talent Acquisition & Workforce Planning:

- Oversee the recruitment process to attract top talent across all levels, ensuring the company builds a strong and diverse workforce.

- Develop and execute workforce planning strategies to ensure that staffing needs align with business goals and long-term growth.

- Establish partnerships with external recruiting agencies, universities, and other talent pools to create a pipeline of future leaders.

Employee Engagement & Retention:

Design and implement employee engagement programs to enhance employee satisfaction, morale, and retention.

- Conduct regular employee surveys, focus groups, and exit interviews to identify areas for improvement.

- Develop and lead initiatives that foster a positive and inclusive organizational culture.

- Oversee the development of employee wellness and work-life balance initiatives.

Performance Management & Succession Planning:

- Lead the development and implementation of performance management systems that drive individual and organizational performance.

- Ensure effective goal setting, performance reviews, and feedback processes are in place across the organization.

- Identify and develop high-potential employees for leadership roles, creating and implementing succession planning programs.

- Provide coaching and development to senior leaders and managers to improve their people management skills.

Training & Development:

- Identify skill gaps and lead the development of training and development programs to upskill employees and enhance overall organizational capabilities.

- Promote a culture of continuous learning and professional development.

- Oversee leadership development initiatives to build the next generation of leaders within the organization.

- Ensure compliance with mandatory training programs and certifications, and maintain up-to-date records of employee training.

Compensation & Benefits:

- Oversee the design and administration of competitive compensation and benefits programs that attract, motivate, and retain talent.

- Conduct market research and benchmarking to ensure the company's pay and benefits packages are aligned with industry standards.

- Ensure equitable and transparent compensation practices that align with the company's compensation philosophy.

- Monitor and manage the organization's budget related to employee compensation, benefits, and HR programs.

Compliance & Legal:

- Ensure compliance with all local, state, and federal labor laws and regulations.

- Oversee the development and implementation of HR policies and procedures to ensure they are aligned with legal requirements and best practices.

- Act as a point of contact for legal and regulatory issues related to HR, including labor disputes, employee relations, and HR audits.

- Ensure the organization's policies are updated and communicated effectively to all employees.

HR Analytics & Reporting:

- Utilize HR metrics and data to drive decision-making, measure the effectiveness of HR programs, and continuously improve HR practices.

- Provide regular reports to senior management on key HR metrics such as employee turnover, engagement levels, training effectiveness, and compensation trends.

- Develop and implement HR dashboards to track and analyze workforce trends and key HR indicators.

Employee Relations & Conflict Resolution:

- Act as the primary point of contact for employee relations issues, including conflict resolution, disciplinary actions, and employee grievances.

- Promote a positive, inclusive, and fair work environment where employees feel respected and valued.

- Work closely with managers to address employee concerns in a timely and effective manner, ensuring the fair treatment of all employees.

HR Technology & Process Improvement:

- Oversee the implementation and optimization of HR technology platforms (HRMS, ATS, LMS, etc.) to streamline HR processes and improve efficiency.

- Continuously evaluate and improve HR processes, systems, and tools to enhance productivity, improve employee experience, and reduce administrative overhead.

Skills and Qualifications:

Educational Qualification:

Bachelor's degree in Human Resources, Business Administration, or a related field.

A Master's degree (MBA, HRM) or professional HR certification (e., SHRM-SCP, HRCI, CIPD) is highly desirable.

Experience:

- Minimum of 7+ years of experience in human resources, with at least 5 years in a leadership or managerial role, preferably in a large, dynamic organization.

- Proven track record of designing and implementing HR strategies that support business growth and operational excellence.

- Experience in managing all aspects of HR, including talent management, employee relations, compensation and benefits, learning and development, and compliance.

Skills:

- Strong knowledge of HR best practices, employment laws, and regulatory requirements.

- Excellent leadership, interpersonal, and communication skills, with the ability to influence and engage stakeholders at all levels.

- Strong problem-solving and decision-making abilities, with a strategic and solution-oriented approach.

- Expertise in HR metrics and data-driven decision-making