General Manager/Head - Human Resources - Real Estate (15-24 yrs)

JOB SUMMARY:

- Develop and implement Corporate Human Resource strategy and programs for the entire company.

- Carry out organizational planning, organizational development, employment, indoctrination and training, employee relations, compensation, benefits, safety and health, and employee services.

- Originate Human Resources practices and objectives that will provide a balanced program throughout all divisions. Coordinate implementation through Human Resources staff. Assist and advise senior management on Human Resources issues.

Key Areas:

1. Recruitment &Retention (Must be a strong Talent Acquisition person)

2. Compensation and Benefit Administration

3. Job Evaluation

4. Human Resources Management

5. Learning & Development

6. Employee Relations

7. Discipline Management

8. Policy making/Job description

9. Employee Engagement

10. Performance Management

11. Statutory Compliance

KEY AREAS:

ESSENTIAL FUNCTIONS:

Recruitment & Retention:

- Forecasting the future Human Resource requirements in terms of functional requirements, projection of trends in the business environment and estimate based on the specific future business propositions

- Preparation of Manpower budget in consultation with Unit General Managers and Functional Heads.

- Create company strategic recruitment and selection plan.

- Establish standard recruiting and placement practices and procedures.

- Develop and manage annual budgets for the division and perform periodic cost and productivity analyses.

Compensation & Benefits: - Review, analysis and benchmarking on Policies and Benefits, in consultation with Management team, relating to Service Conditions, Compensation, Incentive Policies, Variable Compensation Programs.

- Devise, manage and implement marked let compensation and benefits strategies for the Company.

- Assessment of competitor compensation practices vis- vis company's competitive position.

- Oversee compensation programs to ensure regulatory compliance and competitive salary levels.

- Assess the effectiveness and competitiveness of the Group's compensation and benefit plans, including continuous market analysis and review of employee opinions through surveys and exit feedback so as to help design appropriate recruitment and retention initiatives.

- Evaluate and recommend improvements to compensation programs and strategies.

- Establish wage and salary structure, pay policies, performance appraisal programs, employee benefit programs and services, and company safety and health programs. Monitor for effectiveness and cost containments.

- Introduce need basis policies; review existing policies on a periodic basis and implement changes.

Job Evaluation: - Work with Functional Heads for matters with regards to Job analysis and Job evaluation.

- Conducts job evaluations and compensation surveys, helps establish salary ranges, and prepares policies and procedures to ensure competitive employee compensation.

Human Resource Management - To lead and support the development and implementation of Human Resources policy across all areas of the organization including improving performance, maximizing attendance and providing effective management of change.

- Work with the HR team to develop, co-ordinate, implement and audit all HR activity within the department and across the organization.

- Responsible for senior level decision making and both day to day management and strategic direction of the organization.

- Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organization, as and when they occur.

- Evaluate procedures and technology solutions to improve human resources data management.

Learning & Development: - Create company strategic training and organizational development plan to meet personal, professional and organizational needs of company employees.

- Train, supervise, and evaluate department staff.

- Direct a process of organizational development that primarily addresses succession planning throughout the company.

- Establish in-house management training programs that address company needs.

- Define all HR programs and responsibility of Human Resources and line management within those programs. Provide necessary education and materials to line management and employee's workshops, manuals, employee handbooks, standardized reports.

Employee Relations: - Develop and coordinate grievances and mediate workplace disputes.

- Evaluate company culture and provide recommendations on changes to accomplish company goals and objectives.

- Formulate and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale.

- Protect interests of employees and the company in accordance with company HR policies and governmental laws and regulations.

Discipline Management: - Investigate cases of misconduct and recommend necessary Disciplinary Action to the Management.

- Approve recommendations for terminations.

- Review employee appeals through complaint procedure.

- Evaluate and recommend human resource outsourcing opportunities and identify potential vendors.

- Serve on planning and policy-making committees.

Policy Making/ Job Description - Compiling of HR policies & departmental SOP's

- Ensuring upto date Job Description for each role in the organization.

Employee Engagement: - Advising the unit Human Resources Team and Corporate HR team to initiate & conduct the selected Employee engagement activities in the Units/Corporate office.

- Attending units town hall meeting & delivering motivational talks if required.

Performance Management - Advising the Unit General Managers & Corporate heads to initiate Performance Appraisal process in their respective units / departments.

- Collection of Performance Appraisal statement from the units and consolidation of the same unit-wise.

- Finalizing the increments and promotion.

- Statutory Compliance: - Identify legal requirements and government reporting regulations affecting HR function. Monitor and direct the preparation of information requested or required for compliance. Act as primary contact with labor counsel and outside government agencies.

- Communication - Maintain effective internal communication with all Top Notch Management.

- Counsel Employees on job related issues and where necessary on items of personal nature.

- Communicate and liaise with: Government Officials as required.

- Advise the unit HR Manager for the smooth running of the department.

- Handling of units & corporate employees grievances

- General - Keep Top Management informed of significant problems that jeopardize the achievement of objectives and those which are not being addressed adequately at the line management level.

Qualification: Post Graduation in HR or Managment studies