Human Resource Manager

Title: HR Manager

Location: Gachibowli, Hyderabad

Fulltime Role

The Human Resources (HR) Manager plays a critical role in aligning human resources initiatives and programs with SPINO. The Human Resources Manager supports and champions the implementation of HR strategies, policies, organizational development, engagement, rewards, and performance management. This position formulates strategic partnerships across the HR function to deliver value-added services to management and employees that reflect the business objectives of the organization. Moreover, the Human Resources Manager acts as a project manager and supports select HR programs and plans, ensuring they align with the business goals. The successful incumbent approaches new challenges and tasks with a positive attitude and a solutions-orientated approach focused on an exceptional employee experience.

ROLES RESPONSIBILITIES:

• Provides guidance and input on business unit hires, internal transfers, restructures, workforce planning and succession planning
• Leads various core HR areas including, but not limited to, performance, rewards, employee relations, learning, and development
• Mentors, trains, and develops HR team members; Provides ongoing performance feedback and guidance
• Makes recommendations on HR policies and ensures that all employee-related policies align with company goals
• Acts as liaison between the company, in-house counsel, and outside legal to ensure that all employment policies follow current laws and regulations
• Maintains compliance with central and state employment laws and regulations, and recommends best practices; reviews policies and practices to maintain compliance
• Analyzes trends and metrics to understand people s priorities and develop solutions, programs, and policies
• Manages and resolve complex employee relations issues; conducts effective, thorough, and objective investigations
• Provides day-to-day performance management guidance to line management (e.g., coaching, counselling, career development, disciplinary actions)
• Works closely with managers and employees to improve work relationships, build morale, and increase productivity and retention
• Creates and leverages HR analytics to understand people-related issues impacting business and to drive data-based decision-making
• Advises managers and employees on human resource issues, policies, procedures, and practices
• Manages the design and administration of employee performance evaluations and promotions
• Manages the implementation of rewards initiatives such as benchmarking and variable pay plans by creating awareness and executing the planned initiatives effectively
• Manages the design and implementation of learning and development initiatives through learning needs assessment, create customized learning programs to meet business needs and assesses the business impact through these learning initiatives
• Conducts and records exit interviews; Makes recommendations for continued cultural improvement and retention strategies
• Serves as an ambassador of SPINO culture and drives empowerment and engagement initiatives
• Handles employee complaints, grievances, and disputes to ensure compliance and equitable resolution
• Leads and manages the end-to-end onboarding processes and drives all HR documentation requirements across the employment lifecycle
• Conducts employee engagement interviews/focus groups and recommends actions to enhance employee experience
• Maintains complete employee files by best practice and appropriate laws
• Maintains an updated employee handbook
• Continuously evaluates existing practices for opportunities to improve the employee experience
• May perform other duties as assigned by management
• Thorough knowledge of employment-related laws and regulations

JOB REQUIREMENTS

• Bachelor s degree in Human Resources and 8+ years of core experience in progressively responsible Human Resource roles. Master s Degree preferred
• Working knowledge of multiple human resource disciplines, including rewards practices, learning and development, organizational diagnosis, engagement, employee relations including resolving complex employee relations matters, diversity, performance management, and central and state employment laws