Job
Description
Main Purpose of Job: This position will drive the HR & Learning strategies in the organization start from identifying & analyzing the learning gaps, designing delivery structures as well as deliver the training programs to fulfill learning gaps, implementing various tools and techniques of learning modules, adroit in understanding actual work environment, key deliverables of the job, encounter the delivery gaps through training for enhancing the skills, ability and attitudes of the employees to support company value system. Aspirant must possessed immaculate knowledge of HR systems, processes and Operations Responsibility Matrix (HR Specialist / Generalist Functions)* A- Learning & Development - 60% B - Talent Management & Talent Acquisition -10% C - Compensation & Benefits & Compliances -5% D - Payroll, Leave & Attendance & Insurance -5% E - Employee Engagement -10% F - HR Operations -10% (The above responsibility matrix may revised based on the candidate selection and expertise shown during the interview process) Career Plan for HR Specialist / Learning and Development HR Specialist/Generalist will be a part of cause based and purposeful HR team in corporate environment and based on inherent capabilities, skills, knowledge and attitude will have career progression to various other specialist Human Resource functions in the long term companys growth. Job Responsibilities: A. Learning & Development 1. Analyze training needs through various sources i.e. PMS, Line Managers, IDPs etc. to develop new training programs or modify and improve existing programs. 2. Evaluate effectiveness of training programs and make requisite improvement based on feedbacks with the help of various tools i.e. Kirk Patrick models of learning. 3. Plan, develop & provide training, staff development programs, using knowledge of the effectiveness of methods such as classroom trainings, demonstrations, on-the-job training, meetings, conferences and workshops etc. 4. Prepare training budget for departments as well as the organization with Annul training calendar in place. 5. Confer with management and conduct surveys to identifying training needs based on business needs, processes, changes, technological advancement and other factors. 6. Develop and organize training manuals, multimedia visual aids and other educational materials i.e. literatures, contents, OJT materials, pamphlets etc. 7. Keep update the training modules, content, PPTs regularly to ensure relevancy. 8. Develop, facilitate and conduct testing and evaluation procedures. 9. Drive train the trainers initiative at all levels develop internal pools of trainers. 10. Conduct, lead and drive induction and orientation sessions and arrange on-the-job training for new hires. Engage each training participant / inductee through social media pages i.e. LinkedIn, Facebook etc. platforms by following, tagging, and publishing photos. 11. Tag and publish all training events to social media platforms for maximum reach. 12. Conduct or arrange for ongoing technical training and personal development classes for staff members. 13. Keeping training records and MIS i.e. Individual training history, nominations, attendance in electronic and easily retrievable form. 14. Any other work assigned from time to time by the company B. Talent Management & Talent Acquisition 1. Develop or implement recruiting strategies to meet current or anticipated staffing needs. Proactively chart out weekly, monthly, quarterly and yearly plan on open positions and fulfil them within the stipulated time frame. 2. Perform & post searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements including job portals, job fairs, recruiting firms, or employee referrals etc. 3. Conduct walk-In interviews for bulk hiring including advertisement, venue finalization, and interview panel finalization and managing its MIS. 4. Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. 5. Contact job applicants to inform them of the status of their applications. 6. Arranges management interviews by coordinating schedules; arranges travel, lodging, and meals; facilitate interview process and their travel reimbursements. 7. Should do headhunting in case of fulfilling niche positions at own or via Consultants if required. 8. Interview job applicants to obtain information on work history, training, education, or job skills etc. 9. To build employer branding plan, constantly thrive to improve Employer Value Proposition and Employee Value Proposition at various platforms. 10. Develop a pool of qualified candidates in advance of need for frequent and regular openings. 11. Recruitment through various channels and managing minimum external hiring cost of the company. 12. Determines candidature merits and credibility based on Job specification, personal interviews, skills, experiences, qualifications, analyzing responses, verifying references, internal and external parity with company etc. 13. Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions etc. 14. Completing Selection formalities, issuing offer letter, letter of intent, on boarding of candidates, Designing Induction and Refresher Training Program for new joiners and capturing induction feedback and conduct impact analysis periodically 15. Determine and capture salary expectations after selection and perform negotiation as per companys band, level and grades for position fitment. 16. Maintain & upload all relevant applicants and interview data in the Human Resources Information System (HRIS) as well as maintaining monthly recruitment MIS and trackers
