Job
Description
Role & responsibilities Collaboration with Senior Leaders: Partner with senior leadership to understand the organizations talent needs, design and implement workforce planning strategies that anticipate current and future talent needs, business priorities, and long-term workforce planning. Provide expertise in workforce strategies to drive business success Employer Branding: Champion the company's employer brand across all markets. Develop and implement strategies that promote the company as an employer of choice, leveraging both traditional and digital channels to reach top talent Employee Relations: Addressing employee relations issues effectively is vital for maintaining a harmonious work environment. Strategize employee relationships, establish goodwill with employees, and also create and promote a positive work environment keeping in consideration the business objectives of the organization. Timely resolution of employee requests and grievances is important to prevent escalation and maintain employee satisfaction Employee Engagement: Onboarding plays a crucial role in shaping employee experience and retention. Driving initiatives to enhance retention and engagement contributes to long-term organizational success Policy & Compliance : Oversee, establish whenever required, update, and ensure adherence to HR policies, legal regulations, and statutory compliance Performance Management: Develop, implement, and strategize the entire performance review process in such a way that it helps to drive employee growth and efficiency along with taking care of the company s budgeting. Vendor & Stakeholder Management: Manage relationships with third-party recruitment agencies, job boards, and other vendors. Negotiate contracts and ensure services are delivered according to agreed-upon standards. Data-Driven Decision Making: Utilize analytics and reporting tools to track recruitment metrics and assess the effectiveness of talent acquisition strategies. Provide insights and recommendations to senior management based on data analysis. Preferred candidate profile MSW/MBA HR specialization with 10 15 years of experience in HR of which at least 5 years in a senior or middle management position. Should have handled manpower of 100 employees. Good insight and experience in HR practices (Engagement, Talent Management, Appraisal systems, R&R, POSH, Compliances etc.) Good exposure to working with Senior Management Exposure in implementing HRMS Hands on person who has the ability to architect the HR Infrastructure and drive change initiatives. Defining and implementing processes to establish the HR blueprint for the organization. Includes human resources management, organizational development/ change management, compensation, senior level staffing, learning and development. Strong competence in data driven decision making to support business heads and management. Excellent communication and presentation skills. High level of interpersonal skills and integrity, solid Team Player. Ability to influence senior management and provide thought leadership
