Job
Description
Note: Interested candidates may send their CVs to fred.braganza@zeppelin-india.com , along with a well written Cover Letter , describing your Professional Journey and specific Skills which you would like to highlight. Key Skills and Competencies: Strategic HR planning and execution. Strong knowledge of labor laws and compliance in India. Expertise in talent management and employee engagement. Excellent facilitation, presentation, and communication skills. Data-driven decision-making and analytical skills. Excellent interpersonal and communication skills. Ability to manage multiple projects and work collaboratively with cross-functional teams. Ability to work in a dynamic and fast-paced environment. ------------------------------------------------------------------------------------------------------------ Desired Candidate Profile: Education : MBA in Human Resources or equivalent. Experience : 12 - 15 years in HR, with at least 8 years in a managerial role within the engineering or consulting industry. Industry Preference : Engineering Consultancy, EPC, or related technical fields. ------------------------------------------------------------------------------------------------------------ Key Responsibilities: 1. Talent Acquisition and Workforce Planning Develop and execute talent acquisition strategies for niche roles, including engineering design, projects, and support functions. Collaborate with department heads to assess manpower requirements and plan workforce needs. Ensure diversity and inclusion in recruitment efforts. 2. Performance Management and Employee Development Oversee the performance management process, ensuring fair and consistent evaluation across all departments. Implement learning and development programs tailored to the needs of engineering professionals. Support career pathing and succession planning to retain top talent. 3. Training Program Design and Delivery Develop and implement comprehensive training programs for employees at all levels. Identify training needs through job analysis, performance appraisals, and regular consultation with department heads. Deliver or coordinate training sessions, including onboarding, technical skills, soft skills, and leadership development. Train and mentor managers and team leaders to enhance their coaching and leadership skills. Facilitate workshops and interventions for high-potential employees and leadership teams. 4. Employee Engagement and Retention Drive initiatives to enhance employee engagement, including events, wellness programs, and surveys. Lead efforts to improve organizational culture and communication. Address employee grievances and resolve conflicts effectively. 5. Reporting and Data Analytics Implement and leverage HRMS/HRIS for efficient employee data management. Use data analytics to drive decision-making and report HR metrics to leadership. Generate HR and administrative reports for management, including attendance, payroll, and attrition metrics. Use analytics to identify trends and suggest improvements to HR and administrative processes. 6. HR Operations Management Oversee end-to-end employee lifecycle processes, including onboarding, documentation, payroll, and exit formalities. Maintain accurate and up-to-date employee records in the HRMS/HRIS system. 7. HR Policy and Compliance Design and update HR policies in compliance with local labor laws and industry standards. Ensure adherence to policies and act as a consultant for employee-related legal matters. Ensure workplace safety and compliance with labor laws and employment regulations in India. Prepare and maintain records for internal and external audits. Liaise with government authorities regarding statutory compliance, such as EPF, ESI, and Gratuity. 8. Compensation and Benefits Benchmark compensation and benefits packages to remain competitive within the engineering consultancy industry. Manage annual salary reviews and incentive programs. 9. Leadership and Team Management Lead, mentor, and develop the HR team to ensure high performance. Act as a strategic business partner to the leadership team. ------------------------------------------------------------------------------------------------------------ Key Performance Indicators (KPIs): Time-to-hire for critical positions. Employee retention rate and engagement scores. Effectiveness of performance appraisal and development programs. Accuracy and timeliness of HR operations and reporting. Adherence to HR policies and legal compliance. Achievement of workforce diversity goals. Percentage of employees completing training programs. Improvements in employee performance metrics post-training. ------------------------------------------------------------------------------------------------------------
