Job
Description
JOB REQUIREMENT POSITION TITLE: HEAD - HUMAN RESOURCES BRANCH: MERIDIAN SCHOOLS & BUTTA GROUP REPORTING TO: CEO, CHAIRMAN and PRESIDENT JOB ROLE: The role of the Head of Human Resources (HR) for a school is crucial in managing the human capital and fostering a positive work environment among faculty, staff, and administrators. Here are some of the key responsibilities typically associated with this role: Recruitment and Selection: Developing recruitment strategies, posting job vacancies, screening resumes, conducting interviews, and selecting suitable candidates for various positions within the school. One of the primary responsibilities of the HR head is to oversee the recruitment and selection process for all positions within the GROUP. This involves identifying staffing needs, advertising job openings, screening candidates, conducting interviews, and facilitating the hiring process. Onboarding and Orientation: The HR head is responsible for ensuring that new employees have a smooth transition into their roles within the institution. This includes developing and implementing onboarding programs that familiarize new hires with the organization's culture, policies, procedures, and expectations. Policy Development and Implementation: The HR head is tasked with developing and implementing HR policies and procedures that comply with relevant laws, regulations, and industry standards. This includes policies related to recruitment, hiring, employee conduct, performance management, and disciplinary actions. Employee Relations: Managing employee relations is another critical aspect of the HR head's role. This involves addressing employee concerns, grievances, and conflicts in a fair and timely manner, as well as promoting positive working relationships among staff members. Performance Management: Performance Management: The HR head oversees the performance management process within the institution and the GROUP, which includes setting performance expectations, conducting performance evaluations, providing feedback to employees, and identifying opportunities for professional development and growth. Compensation and Benefits: The HR head manages the institution's compensation and benefits programs, including salary structures, employee benefits packages, and incentive programs. This involves conducting salary surveys, analysing compensation trends, and making recommendations to ensure competitive and equitable compensation practices. Compliance and Legal Matters: Ensuring compliance with relevant labour laws, regulations, and industry standards is a critical responsibility of the HR head. This includes staying informed about changes in legislation and implementing policies and procedures to ensure legal compliance. Employee Development and Training: The HR head is responsible for identifying training and development needs within the institution and designing programs to address those needs. This may include offering professional development workshops, seminars, and courses to enhance employee skills and knowledge. HR Administration, Record-Keeping and Master Database: Checking that the team is maintaining the accurate and up-to-date employee records and HR databases, if maintaining HR-related reports, metrics, and analytics. Process HR transactions such as new hires, terminations, promotions, and transfers. Ensure data confidentiality and compliance with privacy regulations. To check if the team is regularly updating the staff Master database which needs to be kept ready with all the details. All files of staff need to be updated, employee data needs to be updated every year in the master data. Revision in compensation along with structures need to be maintained in the Master data year-wise. Attendance and Payroll: Develop attendance policies outlining guidelines for employee attendance, including working hours, breaks, time-off requests, and procedures for reporting absences. Monitor Attendance of employees, record attendance and consolidate for the final payroll procedure. Explain the leave policies to all staff on a timely/ regular basis so that they are well aware of the combined leaves and Loss of Pay in case of leaves availed for which they are not eligible. Appraise staff regularly on timings and attendance and address the importance of the same. Record staff compensatory offs for ON DUTY and record their attendance upon approval from the In charges/ Principals. Leaves should be approved form the respective Dept Head. Manage employee requests for time off, including sick leave, vacation, personal leaves , and other types of leave, and ensure compliance with company policies and applicable labour laws. Address attendance-related issues such as tardiness, absenteeism, and unauthorized leave, following disciplinary procedures as necessary. To review the team members efficiency in - Payroll to be checked along statutory deductions and LOP . New Additions to the system should be added by issuing Employee ID. Staff who discontinued should be removed from the master database. Maintain payroll records, including employee information, tax withholding forms, direct deposit details, and wage garnishments. Calculate and deduct payroll taxes, social security contributions, retirement contributions, health insurance premiums, and other employee benefits from payroll. Generates payroll reports for accounting, finance, and regulatory purposes, including payroll summaries, tax filings, and year-end reports. Respond to employee inquiries regarding payroll matters, including payslip discrepancies, tax withholding issues, and benefit deductions. Conduct periodic audits of payroll records to ensure accuracy, integrity, and compliance with internal policies and external regulations. Strategic Planning: The HR Head contributes to the institution's strategic planning process by providing insights and recommendations on workforce planning, organisational development, succession planning, and other HR-related initiatives that support the institution's overall goals and objectives. Health and Safety: The HR head plays a key role in promoting a safe and healthy work environment for employees within the educational institution. This involves implementing health and safety policies, conducting risk assessments, and ensuring compliance with occupational health and safety regulations. Communication : Effective HR communication ensures that employees are well-informed about company policies, procedures, and changes within the organisation. This transparency helps to build trust and confidence among staff members. Should have clarity and transparency. Clear and consistent communication from HR fosters a sense of belonging and engagement among employees. When employees feel informed and involved in decision-making processes, they are more likely to be committed to their work and the organisation as a whole. During periods of organisational change, such as mergers, restructurings, or new initiatives, effective HR communication is essential for managing uncertainty and mitigating resistance among staff. Clear communication about the reasons for change, its potential impact, and the steps being taken to support employees through the transition is critical for successful change management. Promoting Organisational Culture: HR communication plays a key role in promoting and reinforcing the organisation's values, mission, and culture. By communicating stories, successes, and initiatives that align with the organisation's culture, HR helps to create a sense of shared identity and purpose among employees. In summary, HR communication to staff is essential for building trust, fostering engagement, resolving conflicts, managing performance, facilitating learning and development, navigating change, ensuring compliance, and promoting organisational culture. An effective HR communication strategy helps to create a positive and supportive work environment where employees feel valued, informed, and empowered to contribute to the organisation's success.
