About the Role
The role involves managing the day-to-day operations of the Human Resource office, including the administration of HR policies, procedures, and programs. This will entail responsibilities in various areas such as departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and a comprehensive approach to recruitment.
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Roles & Responsibilities
- Understand, reflect & practice the organization's vision & values.
- Implement Corporate HR Policies within the Business Units.
- Develop Manpower Planning that aligns with organizational structure templates, job classification, and bands in accordance with business plans and budgets.
- Facilitate timely recruitment for vacant positions considering anticipated attrition levels.
- Plan and execute cost-effective employee engagement activities.
- Coordinate with Corporate HR on running the Performance Management Program, including setting Key Result Areas (KRAs), conducting midyear and annual appraisals, and leading the performance management cycle for non-management staff in collaboration with line managers.
- Oversee Career & Succession Planning and the training of employees.
- Ensure HR Governance, encompassing:
- Establishment and maintenance of relevant policies.
- Compliance with policies and procedures.
- Maintenance of Management Information Systems (MIS) and records.
- Ensure optimal contractual performance for housekeeping, residence camps, transportation, security, and welfare measures.
- Maintain productive relationships with labor, health, police, and municipality entities.
Key Performance Indicators (KPIs)
- Reduction in Recruitment Turnaround time
- Employee Turnover
- Implementation and efficacy of Training Programs
- Organization of one Employee Engagement Activity
- Reduced Recruitment costs and enhanced diversity
- Successful implementation of ERP for HR Management Systems (HRMS)
Work Experience Requirement
- 5-7 years’ experience as an HR Generalist, with core expertise in Learning & Development (L&D) and Performance Management.
- Previous experience in a sales organization is an added advantage.
Qualification
- MBA or specialized certification in HR.
Competencies
- Planning & Decision Making
- Customer Centricity
- Self and Team Management
- Talent Management and Acquisition
- Business Acumen
- Business Financials
- Performance Management
- HR People & Processes Operations
- Communicating Effectively
- Ownership & Result Orientation
