Human Resource Manager

Role Description
Provide inputs for Annual HR Strategy, Operating Plan and Policies:
• Provide inputs to Head HR and Administration on talent acquisition and development needs,
improvement areas and objectives in the Annual Operating Plan development exercise.

Recruitment:
• Conduct manpower planning exercise in line with the business goals and annual operating plan of
the organization, in the beginning of the year, with guidance and approval of Head HR and
Administration.
• Implement recruitment strategy, to launch new initiatives to help in quick and cost effective
sourcing.
• Ensure timely execution of all policy and procedures related to talent acquisition.
• Evaluate the position requirement in terms of internal / external sourcing to be used, monitors
internal job advertising and process internal candidature for the position.
• Prepare and extend offer letter, supports inquiries from candidates. Inform candidate about the
documents that needs to be submitted prior to joining the organization.

New Hire Integration:
• Confirm date of joining for new hires and intimates direct reporting officer about joining date.
• Develop and schedule new hires customized orientation plan, based on employment level and
functional area.
• Ensure details of new joinee are updated in the employee database and payroll master and employee
code is created.

Learning & Development:
• Develop/ Review Learning & Development Strategy, objectives and plan based on organizations
objectives.
• Develop Learning & Development budget for various locations.
• Collate Learning & Development needs identified through Performance Management System/
specific requirements by H.O.Ds/ and functional requirements/feedback from past training
programs and corporate objectives.
• Solicit guidance and approval from Head HR and Administration for design, development and
selection of learning methods, training providers and facilitators.
• Develop in house-trainers and conduct train the trainer programs.
• Design Learning and Development calendar.
• Collect training feedback and measure training effectiveness.
• Initiate and implement organization development initiatives such as mentoring, career
development and succession planning

Implements Performance Management:
• Communicate the PMS procedure and timelines across functions.
• Ensure development of Individual KPAS and KPIs for the year for all employees.
• Complete performance review process and follows up for the forms.

Act as an HR Business Partner:
• Understand business needs and identify unique human resource requirements for employees at
corporate office and plants.
• Provide support to defined change management programs to the zones and sites, design and
develop culture development initiatives uniformly at all sites and locations.
• Facilitate delivery of end-to-end HR processes at the zones and plants.
• Resolve queries and HR policy requests for all employees at corporate office, zones and plants,
provides assistance for resolving policy requests.
• Provide feedback to corporate on the issues and grievances of employees at zones and plants and suggest measures for issue resolution.
• Introduce range of welfare initiatives for employees at corporate office and and plants. Statutory Compliance:
• Ensure compliance with labor laws and regulations. Maintain updated employee records and
handle all HR-related documentation

Employee Engagement
• Develop and implement programs to enhance employee engagement and retention.