KEY PURPOSE OF THE JOB (POSITION SUMMARY)

Responsible for aligning business objectives with employees and management in designated business units. Communicating needs proactively with the HR department and business management, to develop integrated solutions. 

KEY RESULT AREAS

1    To manage end to end Talent Acquisition process for the respective region from sourcing to the offer stage.
2    To effectively manage the entire life cycle of an employee from onboarding to exit.
3    To act as a Business Partner to the managers to implement various processes like PMS, Rewards, Talent Management etc. Consults with the line management, providing HR guidance and support when required.
4    To maintain cordial relationship with employees and resolve employee grievances
5    Compensation and Benefit Computations and Statutory payments
6    To submit monthly/quarterly/annual HR reports to the Managers on timely basis.
 

KEY FUNCTIONS & RESPONSIBILITIES

STRATEGIC

1    To develop rapport with the line managers and the team to provide ground level feedback to the management.
2    To ensure 100% compliance on HR Policies, guidelines and initiatives in the region.
3    To initiate and maintain relationships with labour departments and sanitary divisions
4    Assess and anticipate HR Related needs and communicate the same to the reporting managers to build solutions and timely resolutions. Recommend HR solutions based on the stakeholders needs of the region.
5    Work with the line managers to lead both Mid-year and Performance appraisal process with focus on Performance Management and development.
6    Provide day to day performance management guidance to the line managers (e.g. cancelling, career development, disciplinary actions, coaching etc.)
 

OPERATIONAL

1    TALENT ACQUISITION: Handling full spectrum of recruitment activities viz:
•    Sourcing and Screening resumes
•     Conducting preliminary interviews
•    Coordinating and scheduling interviews with concerned managers
•    Coordinating with recruitment consultants
•    Conducting reference check
•    Salary negotiation
•    Releasing final offers
2    JOINING FORMALITIES:
•    Conduct induction of new joiners
•    Ensure joining formalities are completed as per the set guidelines
3    PERFORMANCE DEVELOPMENT
•    Ensure timely implementation of Performance Development cycle at the regional level. This includes employee confirmation, Goal Sheet, Mid-Year Review and Annual Appraisal.
•    Facilitate discussion of low performers with the managers and create performance improvement plan; track achievement and take appropriate action plan.
•    Guide and resolve queries of employee’s w.r.t. performance development process.
•    Work with managers to understand the learning needs of the employees in the region in close coordination with the L&D team.
4    COMPENSATION & BENEFITS:
•    Calculate leave, attendance and make the salary payments on a monthly basis
•    Calculate and submit statutory payments
•    Annual and Bi-annual submission of statutory documents and IRD
5    EMPLOYEE RELATIONS AND COMMUNCATION:
•    Maintaining cordial relationship with employees. Interact with the employees on regular basis to understand concerns and highlight those to HR leadership.
•    To handle employee grievances and reduce dissatisfaction level  
•    To drive and facilitate employee engagement activities in the region
•    To foster a conducive working environment through employee relations activities and communication
•    Conduct regular visits to the regional offices as per the requirement.
6    MIS: Submit monthly/quarterly/annual reports to the reporting managers, as per the requirement.
7    SEPARATION: 
•    Ensure adherence to the separation policy
•    Ensure completion of all exit formalities.
•    To conduct exit interviews 
 

OPERATIONAL Cont..

DEVELOPMENTAL

1    To keep oneself abreast with the latest HR Trends and developments
2    To develop understanding about Hafele Business, competition and industry at large 
3    Develop strong individual connect and regular touch points with employees.
 

OPERATING NETWORK

INTERNAL RELATIONSHIPS
S.No.    DEPARTMENT    PURPOSE OF THE INTERACTION
1    All departments    For HR operations
EXTERNAL RELATIONSHIPS
S.No.    ENTITY    PURPOSE OF THE INTERACTION
1    Recruitment agencies/Colleges    For recruitment purpose
2    Vendors    For various HR services
 

ROLE REQUIREMENT

1    ESSENTIAL QUALIFICATION    Masters in Human Resources
2    PREFERRED QUALIFICATION    -
3    CERTIFICATIONS ( IF ANY)    -
4    EXPERIENCE    More than 3 years of experience in Human resource field.
5    AGE    More than 28 years
6    ADDITIONAL SKILLS:    Excellent communication Skills
Ability to manage and build relationships and influence change
High level of interpersonal skills and integrity
Strong team Player
Displays maturity and emotional resilience 
Ability to anticipate and deal with situations 
 

COMPETENCIES