Human Resources Executive

What You Will Do

• Manpower Planning & Talent Acquisition
• Analyze Business plans of various teams in order to determine future manpower requirements
• Analyze the current manpower inventory coupled with employee attrition rate analysis, position changes due to impending promotions, workload analysis, skill-set and knowledge-gap analysis in conjunction with Managers of various teams
• Ascertain recruitment costs and make budgetary allocations
• Define job descriptions along with roles & responsibilities for various grades
• Acquire talent for various vacancies through Job Portals, Professional Networks (LinkedIn, etc.), Staffing Firms, etc.
• Identify & engage with Staff Augmentation Firms to fill positions for temporary / contract staff, when required
• Short-list résumés meeting the minimum requirements and set-up/conduct interviews with concerned stakeholders. Issue Offer Letters for selected candidates.
• Induction & Separation Management
• Adhere to induction and separation process checklists with periodic review of these to advise fine-tuning of the process, where felt appropriate
• Coordinate with internal teams and external partners to complete pre-joining / induction formalities
• Induct each new member by introducing to other staff, and familiarizing with service-related rules/regulations, organization culture, protocols, and basic procedures to make them familiar with the organizational environment
• Undertake background verification, including reference checks, to establish the credence of an incoming staff member
• Organize exit interviews and execute separation formalities for seamless transition of staff members indicating separation with the firm
• Attendance, Leave & Payroll Management
• Ensure accurate maintenance of attendance and leave records for all executives across teams and maintain the company’s Attendance Management System
• Liaise with Finance Team to share leave and attendance records for monthly salary processing
• Provide clarification to staff members in case of queries on Attendance / Leave Management, in line with established policy
• Maintain payroll records of compensation/remuneration of all staff members along with details of CTC-linked bonuses and benefits and assist Finance Team in updating these from time-to-time
• Performance Appraisal & Promotion Management
• Maintain and adhere to a transparent, promotion and performance appraisal policy, in line with company’s and staff’s growth prospects
• Organize annual and semi-annual performance appraisal cycles and make arrangements for time-bound completion of these with results made available to staff on immediate basis
• Manage employee records and update these as and when applicable
• Seek, manage and execute promotions across teams, in coordination with Department Heads / Managers
• People Relations
• Interact with staff members on a frequent basis, thereby, understanding their needs, aspirations, career interests, etc. and supply the data gathered to the L&D, Employee Engagement and concerned Department stakeholders in order to implement mutual goals
• Understand the grievances of staff members and undertake periodic feedback surveys on various aspects of Governance / HR / Organization Culture; take prompt corrective action basis feedback from surveys, exit interviews, and other forums
• Govern discipline and conduct of staff members in line with established professional/corporate etiquette and/or the company’s Code of Conduct
• Cultivate and manage organizational behavior in the larger interest of the organization’s improvement
• Assist in organizing Employee Engagement activities in association with the Employee Engagement In-Charge
• Assist the Learning & Development (L&D) In-Charge in identifying learning and training needs of staff member across the company and addressing these needs via internal / external resources
• Any other roles and responsibilities as may be suggested by Department Head
  

What You Should Have

• Graduates / Post-Graduates with a previous background in various facets of Human Resources
• For Graduates: Minimum of 3 years of experience is preferable OR
• For Post-Graduates (with MBA – HR): Minimum of 1 year of experience is good to have
• A pleasing personality and excellent oral and written communication skills are pre-requisite
• Interest and enthusiasm for a growth-oriented career in Human Resources & People Management
• Outgoing nature and keen desire for enhanced interaction with staff members across teams
• Ability to stay unbiased and professional throughout staff interactions
  

ADDED ADVANTAGE QUALIFICATION / SKILL-SETS

• Previous experience of working in an IT company in HR role
• Strong reference from the previous supervisor on performance in HR role