Human Resource Manager

Role & responsibilities

HR Strategy

• Assist to establish HR strategy plans and lead the HR team to achieve HR objectives based on the company strategy plan.
• Formulating HR Strategies according to the business needs in consultation with the Leadership team.
• Preparing the annual HR budget and monthly rolling forecast, ensuring that the department's operational budget is strictly adhered to, all costs are controlled, and expenditures are properly approved.
• Driving the entire life cycle of the strategy (Planning, Communicating, Implementing, and Closing) with the support of respective departmental heads.
• Work with the Management to establish and review Company rules and regulations, being responsible for the related training, communication and execution.
• Design Handbooks, Relevant Manual, and Guidebooks for employees & respective departments.

Talent Management & Development

• Design and implement Talent Management framework.
• Make sure all the open positions are closed with the help of the recruitment team or recruitment agencies if necessary.
• Succession planning, career management and competency development across levels.
• Design tools and assessments for identification and selection of Talents across the levels and functions.
• Advise & strategize Internal Development Plan (IDP) for the potential performers by discussing with the respective Leads.
• Drive the entire IDP cycle Intimating employees, explaining the IDP process, monitoring their performance, and bringing in closure.
• Planning the effective onboarding of new joiners.

Change Management

• To plan change management strategies to ensure maximum adoption & minimum resistance that impact employees.
• To decide on the most effective way to communicate the same to all the employees affected by the change.
• To provide continuous support to ensure that all the initiatives are effectively implemented and the objectives are met.
• To coach team leaders to facilitate & lead organizational & cultural changes.

Process Improvements

• Identify loopholes & issues in the existing process through various sources (day to day operations, employee grievances) & connecting with respective team leads to understand the challenges.
• Create & circulate SOPs to streamline the process.
• Responsible for end-to-end implementation of new initiatives through proper communication to the involved heads & through occasional audits.
• Promote and drive an open-door environment in the company for effective communication.

Learning Development

• Perform as an In-house trainer as & when required.
• Engage with various teams to identify training needs, prepare training calendar & ensure the implementation of the same through proper monitoring.
• Evaluate training programs & suggest new HR strategies for effective outcomes.
• Ensures coordination and facilitation of new hire orientation programs to generate a positive first impression for employees and emphasize the importance of guest service in company culture.
• Collaborates with the management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job.

Performance Management System

• Coaching & mentoring employees for SMART goal/KRA setting and ensure timely closure of half yearly & Yearly PMS.
• Consult with Leads to validate promotion recommendations & performance coaching.
• Gather all data and feedback to present yearly appraisal reports.

Attrition Management

• Complete policy framework to ensure attrition is maintained at the lowest level.
• Conduct exit interviews to understand the specific reasons behind the exits.
• Analyze attrition data & develop strategies to curb attrition in coordination with the business leads.
• Keep records for all resigned and absconded staff with their given reason.

Employee Engagement/ Grievance Handling

• Develop & design employee engagement programs by using engagement metrics such as Work Life Balance”, “Mental & Physical Well Being” etc.
• Conduct FGD (Focused Group Discussions), HR One-on-One to understand the pulse of employees & taking corrective measures to address the expected issues proactively.
• Conducting events such as team building activities, Fun Games, Birthday & Festival celebrations to create a jolly work environment taking early budget into account.
• Conduct Month One Meeting to understand the experience of the new joiners, and drive initiative focusing on early life engagement.
• Drive Employee Engagement Survey prepare the final report & discuss with the Leaders to devise strategies to combat the problematic areas.
• Ensure that all employee grievances are resolved in the specific time frame.
• Connect with business leaders to understand the expected culture in the company & devise programs & framework for the same

Rewards & Recognition

• Connecting with the respective functional heads to identify the metrics for each department.
• Formulating the entire R&R framework for the respective BU & ensuring that the same has been followed such as “Spot Appreciation”, “Employee of the month” etc.
• Work on the various incentive plans.

Managing Payroll & Compliance

• Shall be responsible for managing and administering the monthly payroll activities.
• Ensuring error free and accurate salary, SC, incentives calculation and its timely payout to all the employees.
• Prepares and adheres to a various defined payout schedule.
• Understands the Time & Attendance, regularization and leave policies of the organization
• Custodian of timely processing of claims and reimbursements as defined in the policy.
• Shall drive legal and statutory compliance as per state and central labor laws.
• Understands the various legislations and any changes made to them; ability to arrive at financial impact and policy implementation.
• Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.

Managing Recruitment and Hiring Process

• Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed.
• Establishes and maintains contact with external recruitment sources.
• Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures.
• Networks with local organizations to source candidates for current or future openings. Oversees/monitors candidate identification and selection process.
• Partners with vendor partners to ensure effective advertising efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool.
• Performs quality control on candidate identification/selection.

Skills:

• Proven working experience as HR Manager / Deputy HR / Assistant HR Manager
• People oriented and results driven
• Demonstrable experience with Human Resources metrics
• Knowledge of HR systems and databases
• Ability to architect strategy along with leadership skills
• Excellent active listening, negotiation and presentation skills
• In- depth knowledge of Labour Law and HR Practices in current market and industry.