Job
Description
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.
· Prepare the salary break as per the pay heads decided in concern with the employee.
· 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:
· Ensure there is legal compliance related to registers, returns, documents, etc. at each locations
· Keep yourself updated on legalities for workforce hired on contract. Work closely with the legal consultants.
· Ensure that transfer legalities (change if employment, transfer of PF accounts, etc.) are followed
· Develop a process and maintain the physical storage of records like employee files
HR - Services:
· Monitor all employee records.
· Monitor all employee on boarding and exit formalities
· Monitor the attendance and leave records for all employees in the company
· Maintain holiday lists and map it to respective employees in the company
· Ensure all records as per ISO standards
· Ensure adherence to all ISO policies & processes
HRMS & MIS:
· Improve the HRMS platform deployed.
· Interact with vendors to ensure the HRMS platforms is customized as per our needs
· Guide/Train the people managers in administering the HRMS platform.
· Monitor Payroll interface i.e. any salary related information, for an employee, which is over and above their normal salary structure (e.g. intimation to salary team about new joinee salary payout, joining/retention bonus information, exit related details, Variable pay payout details for exited employees, salary revisions/restructure, change in compensation details, etc.)
· Create and manage periodic and ad-hoc MIS reports for other verticals/functions in HR team, leadership team and other teams (operations or support) across the organization as and when required.
Employee communications:
· Act as a liaison for all company-to-employee and employee-to-company related communications.
· Implement employee relations programs that promote a positive organizational culture
· Implement/putting into action all activities towards periodic and timely collection of
‘Voice of Employee’ through various means
· Ensure timely collection of feedback through employee exit interviews and ensure that all feedback is appropriately analyzed and presented to the management regularly and periodically.
· Ensure timely escalation of all people related issues/grievances (‘early warnings’) to respective operations managers as well as other members of the management team to result in timely and appropriate resolution of all issues/grievances
· Initiate all ‘Culture building’ activities and monitor the work-culture diversity
People Related Events:
· Initiate, Co-ordinate and Roll out of all Employee Engagement events and manage these events across all locations. Ensure that the events are appropriately built around the values and beliefs of the organization and are appropriately tuned to the social/cultural norms of the respective locations
OPERATIONAL
· SECURITY AND SAFETY
§ Assist in Laying down processes and hire adequate security staff to secure the safety and security of all Revmax offices
§ Assist in Laying down processes for securing all Revmax assets and their movement into and outside of Revmax offices.
§ Suggest on methods and technology to be used to secure the safety and of Revmax offices.
§ Monitor the approved methods and technology (eg CCTV, Access control etc.) and assume responsibility for smooth running and good maintenance of all systems and equipment.
§ Ensure that security and safety meets standards required under ISO.
· FACILITY MANAGEMENT
§ Ensure all repairs and maintenance at Revmax offices and non IT equipment’s and assets, including but not limited to furniture and fixtures, air conditioning systems etc.
§ Ensure that all critical assets and equipments are covered under AMCs and are kept in good working condition.
§ Prepare back up plans where needed to manage downtime of critical equipments like UPS, ACs etc.
§ Ensure that adequate hygienic is provided in all Revmax offices or guest houses
§ Ensure that adequate and hygienic tea / coffee / drinking water provision is made for employees at competitive costs and within budgets.
§ Ensure that offices are secured with pest control.
§ Ensure that the offices and all office and common area is kept clean and deploy necessary and adequate number of housekeeping staff to manage clean and pleasant environment in the offices.
§ Deploy adequate and qualified office staff and necessary processes to manage the front office, especially visitor management and handling of all incoming calls to Revmax.
§ Assist in Laying down protocols and processes for use of common facilities within the office (eg conference and meeting rooms etc.)
§ Oversee day to day working of the admin department and people.
§ Facilitate processes to meet regular needs of employees for submission of claims for conveyance, meals etc., to be approved in line with approved policies and suggest improvements / changes to those policies to leadership team where needed.
§ Assist in Laying down processes for management of departmental petty cash and periodic reconciliation and settlement of the same with Accounts.
§ Ensure that all vendor bills are checked, approved in line with approved Delegation of Authority (DOA) and submitted to Accounts for payment.
§ Assist in Laying down processes and protocols for seat allocation to Revmax staff and maintain adequate data base and MIS around the same. Assist, suggest and implement suggestions to achieve targeted seat utilization.
§ Manage the process of issuance of mobile phones for local / international use for employees, visiting employees and get best possible corporate deals from service providers.
§ Ensure all utility bills (i.e, electricity, telephone, mobile, water, maintenance, rent, property tax etc.) are paid in a timely manner.
· TRAVEL
§ Support in the formulation of Travel policy for Revmax striking a good balance between costs and the desire to provide good and comfortable experience to Revmax employees.
§ Assist in entering into corporate deals with hotels, travel agents, airlines and manage such relationships and keep constantly exploring new ideas, vendors etc. along with keeping oneself abreast of the evolving services and solutions in the hospitality industry.
§ Assist in putting mechanisms and processes in place to support Revmax employees for all their visa / ticketing / hotel / forex and travel arrangements.
§ Keep exploring the need to provide for comfortable guest house, service apartments as an acceptable alternative to hotels where volumes justify and play a lead role in managing the guest house and identification of service apartments with the objective to find the right balance between comfort and costs.
§ Provide periodic MIS on Travel trends and costs and suggest means of managing travel budgets.
§ Maintain records of All Travel Cards
· Vehicle Management
§ Ensure that a periodic review and audit of vehicles used at Revmax is conducted to ensure the comfort and safety of vehicles used.
§ Keep a track of kilometer usage and monitor log sheets periodically and identify unusual and abnormal usages and escalate the any unusual requests, usages to departmental heads / HR for further action.
§ Ensure all safety measures are taken in all vehicle
§ Ensure all drivers follow RTO rules & processes
§ Ensure policies, PUCs, Taxes are paid on time for all vehicle
§ Maintain records of All Petro Cards
· AUDIT AND PROCESS IMPROVEMENT
§ Ensure that various admin processes are replicated and run with consistency across all Revmax offices.
§ Endeavor to keep learning and improving upon admin services and put in place mechanisms to share learning and deploy improvements consistently across all offices.
§ Audit all admin processes across offices and share important findings and plan to address concerns / shortcomings that may get identified as a result of such audit.
CORPORATE ALIGNMENT
· Champion Revmax culture by role modeling behaviors
· Create a work environment that nurtures and supports diversity and has an inclusive work culture.
· Communicate company vision, mission, and goals. Ensure complete alignment of the functional / department teams to overall company objectives.
· Ensure data confidentiality, integrity and protection of company's intellectual property.
· Ensure productive work relationships are established with all relevant internal functions.
· Contribute to, and participate in various Cross Functional teams towards meeting organizational goals beyond HR functions
