Human Resources Executive

Role-

Experience Required:

Location:

Employment Type:

Roles and Responsibilities:

1. Recruitment:

a) Working closely with the school management team to ascertain that the required levels of

manpower for that academic year.

b) Ensuring that all vacant positions except leadership positions are filled at the school level with the right fit candidate.

c) Ensure that a robust candidate pipeline is maintained. Grows and conserves network of contacts

to help identify and source qualified candidates. Leverages on-line recruiting resources; employee

referrals; network referrals; etc. to identify and recruit “best in class” talent.

d) Remains current on trends and innovative recruiting techniques in order to compete in market

and within industry.

e) Facilitates process of candidate selection, interviewing, administrating tests, salary negotiations

and job offer.

f) Ensures budgets are adhered to

2. On-boarding and HR Operations:

a) Planning employee induction and employee orientation programs and inducting and orienting the

new joiners into the school culture.

b) Co-ordinating with AM - HR Operations to ensure that all joining formalities are completed.

c) Maintaining employee’s databases in HRMS

d) Planning and processing of attendance on timely basis.

e) Provide HR policy guidance.

f) Timely processing of payroll and exits.

3. Employee Engagement:

a) Designing school specific employee engagement initiatives, programmes and HR Interventions

after discussing with the school teams which will be derived from the iSpeak Survey run by

Gallup.

b) Implementing organizational level HR initiatives which are specific to the audience targeted such as iSpeak (Gallup Q12 Survey), iDrive (PMS), JBCN STARS (R&R), LEAD programme, etc.

c) This will help in driving and further enhancing the levels of employee engagement for that

particular school/unit.

d) Support in developing and maintaining brand image.

4. Talent Management:

a) Leading implementation of talent management initiatives at the school level.

b) Along with Managers, plan the succession pipeline for key positions

c) Along with managers, create development plans for employees

d) Identify behavioural training requirements for employees

e) Partners with leadership to align HR strategy to business strategy.

5. Performance Management:

a) Leading performance management & appraisal process

b) Ensuring that the conversations with the assessors and the assesses are completed within the

timelines assigned for the appraisal reviews and discussions.

c) Ensure that all assessments are completed on time

d) Identify training needs for teams and individuals from the feedback obtained during the appraisal reviews.

e) Develop a plan to implement the requirements to design the training calendars.

f) Work with Principal and Heads to allocate increments

6. Attrition Management:

a) Conducting and analysing exit interviews; recommending changes.

b) Plan and execute interventions, fun at work activities, other programmes to reduce attrition

7. Grievance Redressal and Coaching:

a) Partners with section heads in managing day to day people issues

b) Resolve complex employee relations issues and address grievances

c) Understands pulse of the team and suggests HR interventions on timely basis

d) Managing day-to-day employee relations issues and grievances and conflict management by

working closely with management and employees to improve work relationships, building

morale, increase in productivity and retention

e) Acts as a single point of contact for the employees and section heads

f) Handling employee grievances & conflict management through various communication channels

g) Identifying the core issues and its solutions related to HR department

8. Other activities:

a) Participates in and or undertakes projects as delegated by Head HR.

b) Supporting organisational change processes.

c) Performs any other duties as may be required from time to time..

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