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Head - HR & Administration
Yash Highvoltage Insulators
posted 10hr ago
Job Role Insights
Flexible timing
Key skills for the job
Job Description
Experience Required: 15 - 20 years
Education: MBA (HR)/MHRM/PG Diploma in HRM
Key Skills:
- Interpersonal Skills
- Leadership Skills
- HRMS System
- Excellent communication skills
- HR policies and end-to-end execution
- Employee relations and engagement
Development of the Human Resources Department and Policies :
- Develop and implement organization structure for human resources department.
- Develop department Vision, Purpose, long-term and short-term goals and objectives aligned with that of the organization s
- Participate in administrative staff meetings and attend other meetings and seminars.
- Establish departmental measurements that support the accomplishment of the companys strategic goals.
- Create HRIS and measures to analyze departmental effectiveness.
- Create HR Functional Processes, HR Policies & Procedures, SOPs to execute various functions in coordination with internal stakeholders.
- Continuously interact with internal stakeholders and capture feedback for improvements.
- Take corrective measures within the department based on the feedback received from various stakeholders.
- Develop annual manpower plan and budget for the department.
- Continuously monitor annual budget and take appropriate action in line with the business requirements.
- Create and build an effective and efficient team to run HR department.
- Promote and arrange training on cross-departmental upskilling of team members and become strategic business partners to the organization.
Manpower Planning Recruitment & Selection :
- Develop a manpower budgeting policy and implement the same across the company.
- On-time coordination and finalization of annual manpower budgeting with department heads, in line with the organization s growth plans.
- Continuously review and monitor annual manpower budget and plans for the company along with department heads and head of the organization for appropriate action.
- Establish a talent acquisition policy for the company to meet various manpower requirements effectively and timely.
- Monitor the recruitment and selection process for permanent and temporary employees and interns using standard recruiting practices and procedures to build a superior workforce.
- Conduct the recruitment planning meetings when needed staff is identified.
- Review resumes for critical positions and interview when assigned, candidates for employment.
- Serve on employee selection committees or meetings.
- Ensure maintenance of up-to-date recruitment progress reports, talent database and all related staffing communication.
- Ensure smooth joining and induction process for senior positions.
- Review various reports and suggest improvements in manpower budgeting, and recruitment and selection processes.
Employee Onboarding, and Talent Development :
- Develop effective onboarding, and talent development policy and procedures.
- Establish an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and knowledge transfer.
- Ensure implementation of the policies and compliance to the SOPs created.
- Review the feedback on onboarding from new joiners as well as existing stakeholders involved in the process.
- Continuously improve all HR and admin processes based on several feedback reports.
- Provide on-the-job training and required developmental inputs for knowledge and upskilling of onboarding and talent development team.
- Analyse training needs identified through various sources for designing talent development calendar and programs as per the requirements.
- Monitor and manage cost-effectiveness to the company in various related areas like, but not limited to, logistics, coaching, training, and various other programs.
- Create mechanism to measure training effectiveness/ROI.
- Monitor and review in-program, and post-program feedback and take corrective measures for learning effectiveness and desirable ROI.
- Participate in the assessment and finalization of external consultants for talent development programs.
- Develop a knowledge system to capture and record all training related documentation and learning materials.
- Provide necessary educational materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
PMS Implementation :
- Design an agile and robust performance management system for the organization.
- Create SOPs for implementation of PMS.
- Train employees including new joiners on the performance management process.
- Plan and coordinate annual performance planning sessions for the organization, and departments within set timelines.
- Monitor planning of individual KRAs in an effective manner within set timelines.
- Plan and coordinate periodic performance review meetings for organization, department, and individuals and keep track of them.
- Be the custodian of performance management processes at organization and department levels and manage database/scorecards for timely review and decisions.
- Guide PMS process owner from the team/department for individual KRAs periodic reviews, appraisal, recording, MIS, etc.
- Prepare PMS dashboards for organization, department, and individuals for management review and appropriate actions.
- Drive annual appraisal and related decision-making processes.
- Ensure timely release of performance-linked decisions.
- Monitor the effectiveness and impact of PMS on organization, department, and individual performances and growth.
- Continuously upgrade the PMS process to meet business requirements.
Compensation and Benefits :
- Participate in benchmarking compensation strategies vis- -vis competition, aimed at employee satisfaction and retention.
- Assist in developing and implementing compensation strategies and structures that align with company goals.
- Ensure the provision of cost-effective benefits plan; monitor benefits environment for cost savings.
- Adhere to pay policy and systems for effectiveness and cost containment.
- Monitor best practices in compensation and benefits through research and up-to-date information on available products.
- Take cost-effective corrective action to manage C&B related aspirations of organization and employees.
Organization Culture and Organization Development :
- Introduce and establish employee communication policies in the organization for smooth, transparent and timely communication of required information with the key stakeholders.
- Continuously monitor and conduct survey to review organization culture and take corrective actions to live by organization values, expected code of conduct, mindset, etc.
- Steer and champion to build appropriate culture within the organization for smooth functioning and growth of business, and employee satisfaction.
- Assist with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and intranet use.
- Assist with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees, to meet overall purpose of the dept. and organization with respect to talent management.
- Establish and monitor disciplinary processes.
- Raise red flags by reporting to management for initiating OD intervention as and when required.
Employee Engagement :
- Develop employee engagement policy to achieve productivity and positivity among employees towards the organization.
- Develop annual employee engagement budget and calendar for the company.
- Ensure development of quarterly engagement newsletters in coordination with other departments, if required.
- Sustain current engagement practices in the company.
- Track implementation of engagement activities on monthly basis.
- Coordinate for Employee Engagement Surveys and conduct deep-dive sessions with departments on an annual basis for discussing survey results.
Employee Life Cycle Management (Promotion, Succession Planning, etc.) :
- Create employee growth policies in line with organisation s requirements.
- Ensure development and availability of successors for all critical positions.
- Manage and monitor employee growth aspirations and addressing them through required policies - promotion, succession planning, job rotation, etc.
- Create leadership pipeline to meet business/functional manpower requirements and grow internal employees.
Employee separation :
- Take appropriate preventive measures viz. one-to-one meetings, employee counselling, etc. to reduce attrition beyond target %
- Initiate interventions to manage and retain key talents for critical positions within the organization.
- Develop employee exit policy for the organization for smooth separation of employees.
- Conduct stay-interviews to identify reasons for employee separation.
- Ensure full and final settlement of separating employees in coordination with accounts department and corporate salaries.
- Review the stay interview feedback and take corrective actions wherever required.
- Ensure to provide best of the experiences to separating employee for creating another brand ambassador to company.
- Prepare and issue relieving letter and service certificate to separating employees as applicable.
Compliances and Audits :
- Develop mechanism to autorun compliances and filing of returns periodically.
- Liaison with legal bodies to meet required labor laws and legislations as applicable.
- Participate in negotiation or liaising with local legal bodies, localities, etc. for smooth functioning of business.
- Monitor records and reports on various compliances, audits, etc.
- Participate in audits and take corrective actions on observations or NCs.
- Ensure no litigation on the grounds of labour laws & legislation to be followed by the company.
Employment Type: Full Time, Permanent
Read full job description What people at Yash Highvoltage Insulators are saying
What Yash Highvoltage Insulators employees are saying about work life
based on 22 employees
Flexible timing
Alternate Saturday off
No travel
Day Shift
Yash Highvoltage Insulators Benefits
Free Transport 
Health Insurance 
Soft Skill Training 
Job Training 
Work From Home 
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