Manager HR

STRATEGY

• Contribute to the development and the accomplishment of the organization-wide business plan and objectives through design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development.
• Fostering effective methods of goal setting, communication and empowerment through responsibility, to build employee ownership of the organization.
• Provide expertise in planning how to create a work environment in which people will choose to be motivated, contributing, and happy.
• Contribute to the organization by constantly assessing the effectiveness of the HR function. Sponsor change in other departments and in work practices. Promote the overall success of the organization; champion the identification of the organizational mission, vision, values, goals and action plans.
• Develop a leadership development program that includes hands on training in all of the functional disciplines. For example, in the production department, identify the barriers that prevent managers from achieving efficiencies etc.
• Contribute in corporate strategy formulation and reviews.

FINANCIAL

• Maintain overall HR budgets
• Maintain/lower the operating costs

OPERATIONAL

External hiring/Recruitment/Sourcing

• Manage and administer the processes for hiring in the organization
• Evaluate recruitment methods and sources for effectiveness
• Develop and implement selection procedures, including applicant tracking, interviewing, testing, reference and background checking
• Ensure the right talent is selected in a timely manner
• Develop and extend employment offers within benchmarks laid down by the organization and conduct negotiations as necessary
• Maintain healthy relationships with educational institutes as potential sources of employees in the future

Compensation & Benefits

• Develop, implement, and evaluate compensation policies/programs and pay structures based upon internal equity and external market conditions that support the organization’s strategic goals, objectives, and values
• Conduct periodic market surveys and analyze internal (staffing, exit interviews) and external (market intelligence) data towards creating appropriate C&B benchmarks for the industry and Revmax’s business domain
• Administer and manage periodic salary review process
• Develop/select, implement/administer, and evaluate benefit programs that support the organization’s strategic goals, objectives, and values (for example, health and welfare, retirement, employee assistance programs, Leaves &Holidays as well as employee development and growth programs).
• Communicate and train the people managers in the compensation and benefits programs and policies.
• Ensure all C&B programs are compliant with all applicable laws and regulations. Work closely with the legal consultants and business managers.
• Develop, administer and review all Job Evaluation tools (including titles and designations) to ensure internal and external competitiveness in attracting and retaining the right talent

Rewards & Recognition

• Own, develop, implement and evaluate all rewards and recognition policies and programs
• Determine rewards programs like – Variable pay, Incentives, ESOPs, Performance bonus, etc.
• Create all appropriate work-related recognition programs
• Create all appropriate non-work-related recognition programs (Team bonding)
• Guide/Train the people managers in administering the non-work-related recognition programs such that the programs are administered in a timely manner and are within the guidelines/philosophy of such programs.

Performance Management System

• Own, develop, administer and evaluate the Performance Management System (PMS) and all associated programs and tools like JDs, KRAs and KPIs
• Ensure timely and appropriate administration of PMS programs across the organization and across all offices/geographies. These programs may be monthly, quarterly or annually
• Ensure there is 100% coverage of the PMS program at all times. Make sure any new role is backed up with a well-defined JD and appropriate KRAs and KPIs.
• Guide/Train the people managers in administering the PMS programs such that the program is administered in a timely manner.

Training and Development

• Develop and implement a development program that includes hands on training in all of the functional disciplines. For example, in the production department, identify the barriers that prevent managers from achieving efficiencies etc.
• Coordinate all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
• Assists with the development of and monitor the spending of the corporate training budget. Maintain employee training records.

Legal and Statutory Compliance

• Review ESI temporary ID's generates for new joinee’s through ESIC Portal.
• Responsible to generate UAN for new employees in PF portal.
• Responsible for compliance of on time payment for all statutory contributions like ESI, PF, PT, LWF s for month.
• Handle PF withdrawal / Transfer forms for exit employee’s and submit them to PF office.
• Should know the PF, ESI Registrations and other all statutory compliance requirements.
• Ensure all labor law compliance in relation to registers, returns, documents, etc. are maintained on Claud.
• Support MIS in billing activities in respect to IR compliance
• Co-ordinate with Clients to ensure Clarence of IR Compliance documents at respective circles.
• Keep updated on legalities for workforce hired on contract. Work closely with the labor law consultants.
• Responsible for making sure that the physical storage of records like employee files, compliance records etc.

Employee Exit

• Ensure exit process is followed by resigned employees in terms of n