Job Title: Business Development Executive (Preferred male candidates)
Location: Preferred only Thrissur Candidates
Employment Type: Full-time
Objective Summary:
The Senior HR Executive is responsible for developing and executing human resource strategies that align with the organization's overall goals and objectives. Their primary focus is to manage and enhance the company’s workforce by overseeing recruitment, employee relations, performance management, compensation, and HR compliance. The HR Manager ensures that HR functions contribute to a positive work environment, employee engagement, and organizational growth. They serve as a strategic partner to leadership, guiding HR initiatives that optimize productivity ,ensure legal compliance, and promote a healthy work place culture.
Principle duties
1. HR Strategy & Policy Development
- Develop HR Strategies–Align HR initiatives with business goals to enhance organizational growth.
- Policy Formulation–Design ,implement, and update HR policies, handbooks, and standard operating procedures.
- Compliance & Legal Frame work–Ensure compliance with labor laws, industry regulations, and company policies.
2. Talent Acquisition & Work force Planning
- Recruitment Strategy– Develop effective hiring plans to attract and retain top talent.
- Interview & Selection–Oversee screening, interviewing, and selection processes in collaboration with department heads.
- Employer Branding–Implement strategies to strengthen the company's reputation as an employer of choice.
3. Employee Relations & Engagement
- Conflict Resolution :Act as a mediator to resolve wor kplace conflicts and ensure a harmonious work environment.
- Grievance Handling Address employee concerns and maintain transparent communication channels.
- Employee Engagement Initiatives– Plan and execute engagement programs, team-building activities, and workplace events.
4. Performance Management & Employee Development
- Performance Appraisals–Design and manage employee performance review systems.
- KPI & Goal Setting–Work with leadership to define key performance indicators for teams.
- Training & Development–Identify training needs, organize learning programs, and monitor employee growth.
5. Compensation, Payroll & Benefits Management
- Payroll Processing–Oversee accurate payroll processing, t ax deductions ,and employee benefits administration.
- Salary Structuring & Benchmarking–Conduct market research to ensure competitive salary offerings.
- Benefits & Perks Management–Design and implement employee benefits programs such as insurance, wellness programs, and incentives.
6. HR Compliance & Legal Affairs
- Labor Law Compliance–Ensure adherence to employment laws, work place safety regulations, and anti-discrimination policies.
- Disciplinary Actions–Implement and enforce disciplinary procedures when necessary.
- Employee Documentation–Maintain accurate and confidential employee records, including contracts, NDAs, and performance reports.
7. HR Analytics & Reporting
- HR Data Analysis–Trackkey HR metrics such as turn over rate, employee satisfaction, and hiring trends.
- Work force Planning–Forecast work force needs and succession planning.
- HR Technology & Software Management :Utilize HRMS (Human Resource Management Systems) for efficient record-keeping and automation.
8. Workplace Safety & Well-Being
- Occupational Health & Safety Compliance–Ensure the organization meets health and safety standards.
- Employee Assistance Programs(EAPs)–Implement wellness programs and mental health initiatives.
- Diversity & Inclusion–Promote diversity, equity, and inclusion in hiring and workplace culture.
9. Exit Management & Offboarding
- Resignation & Termination Process–Handle resignations, layoffs, and employee terminations professionally.
- Exit Interviews–Conduct exit interviews togather feed back for organizational improvement.
- Final Settlements–Ensure smooth processing of full-and-final settlements, clearance, and documentation.
10. Leadership & Team Management
- HR Team Supervision–Lead the HR team, assign tasks ,and mentor junior HR executives.
- Collaboration with Management–Work closely with senior leadership to advise on HR- related decisions.
- Organizational Culture Development–Foster a culture of transparency, professionalism, and continuous improvement.
Documentation
1. Employee Records & Contracts
- Employee Personal Information–Maintain up-to-date employee records(contact details, ID proofs, etc.).
- Employment Contracts–Draft, issue, and manage employment contracts for new hires.
- Offer & Appointment Letters–Issue offer letters and appointment letters after the recruitment process.
- Promotion & Transfer Letters–Document employee promotions, transfers, and interna ljob changes.
2. Payroll & Compensation Documentation
- Salary Slips & Payslips–Ensure accurate and timely processing of monthly salary slips.
- Tax & Statutory Records–Maintain records related to tax deductions(TDS),provident funds (PF), employee insurance, etc.
- Bonus & Incentive Documents–Record and manage documents related to bonuses, commissions, and performance incentives.
- Expense Reimbursement Forms–Maintain documentation of employee expense claims and reimbursements.
3. Attendance, Leave & Overtime Records
- Attendance Records–Monitor and maintain employee attendance, including late arrivals, absences, and working hours.
- Leave Applications & Approvals–Document leave requests and maintain records of vacation, sick leaves, and other types of leave.
- Overtime & Shift Schedules–Track and document over time hours and shift changes for employees.
4. Performance & Appraisal Documents
- Performance Appraisal Reports–Document employee performance reviews, feed back, and ratings.
- Goal Setting & KPIs–Maintain records of set KPIs and performance goals for individuals and teams.
- Training & Development Plans–Keep track of employee development and training programs.
- Disciplinary Action & Improvement Plans–Record instances of disciplinary actions, warnings, and performance improvement plans.
5. HR Policies & Procedure Documents
- Employee Hand book–Develop, update, and distribute the company’s HR policies and employee guidelines.
- Code of Conduct–Document and communicate the organization’s code of conduct and ethical standards.
- Work place Safety & Compliance Policies–Maintain safety and compliance documentation related to employee well-being.
6. Recruitment & Selection Records
- Job Descriptions & Specifications –Keep records of job descriptions ,requirements, and responsibilities for each position.
- Candidate Screening & Interview Documents–Document interview assessments, candidate evaluations, and selection criteria.
- Offer Letters & Rejections–Maintain records of all offer letters issued and rejections received.
7. Exit & Termination Documentation
- Resignation Letters–Document employee resignations and retirement notices.
- Exit Interviews–Record feedback from exit interviews for improving the organizational environment.
- Full & Final Settlement–Keep records of final settlements, including unpaid leave balances, severance pay, and asset handover.
- Termination & Lay off Documents–Ensure proper documentation of any employee termination or layoffs, including the reasons and process followed.
8. Legal & Compliance Documents
- Labor Law Compliance– Maintain records related to compliance with labor laws(e.g.,PF, ESI, health & safety regulations).
- Union Agreements & Memorandums– Document any agreements or discussions with labor unions or employee groups.
- Insurance & Benefits Documentation–Manage documentation for employee health insurance, life insurance, and retirement benefits.
9. HR Reporting & Analytics
- · HR Metrics & Analytics–Record and analyze HR data, such as turn over rates, retention rates, and employee satisfaction surveys.
- · HR Dash board & Reports–Maintain periodic HR reports for senior management review.
Requirements
Education: MBA with Specialization in HR
Age:Above25
GenderFemale
Experience:Above3years
Other Requirements
- Leadership & Management Skills
- · StrategicThinking & Planning
- Employee Relations & Conflict Resolution
- Talent Acquisition & Workforce Planning
- Performance Management
- HR Compliance & Legal Knowledge
- Compensation & Benefits Management
- Communication & Interpersonal Skills
- Negotiation & Influence
- Analytical &Problem-Solving Skills
- Training & Development
- Organizational &Time Management Skills
- Adaptability& Change Management
- HR Technology & Software Proficiency
- Confidentiality & Ethical Judgment
Job Type: Full-time
Pay: ₹20,000.00 - ₹30,000.00 per month
Benefits:
- Cell phone reimbursement
- Leave encashment
- Paid sick time
- Provident Fund
Work Location: In person
