A globally active firm pioneering specialized environmental and process engineering solutions through innovative membrane-based technologies across diverse industries.
Primary Responsibilities :
I. Human Resource Management
1. Spearhead and oversee operational functioning to drive execution excellence.
2. Human Resource Policy
a) Trigger upgrade in HR policies when the need is felt
b) Ensure and track adherence to all HR policies across various employee groups
3. Talent Acquisition
a) Create annual manpower plan, share the same with all stakeholders (Leadership, HODs, Geographic heads etc). Rejig the same to suit any point-in time change in overall strategy or organizational plan.
b) Develop sourcing strategies to suit the planned budget and the committed timelines.
c) Adhere to interview mechanisms, levels and documentation for evaluating candidates.
d) Conduct interviewer acclimatization session.
e) Over see the on-boarding formalities and ensure adherence.
f) Monitor the recruitment effort and suggest course correction.
g) Be abreast with the industry practice such as joining bonus, non- compete agreement etc.
4. Induction & Orientation
a) Ensure that the orientation process is evaluated periodically in response to changing needs of the organisation and the feedback from the joiners.
b) Ensure that orientation continues to be a participative process and the strategic heads of all units contribute to it.
5. Training & Development
a) Create the role-wise training for each unique position.
b) Do a gap analysis for all employees effectively creating training plan for each individual.
c) Finalize suitable internal trainers or vendors to implement the training plan.
d) Provide for taking feedback and analyzing effectiveness of the process.
e) Take course corrections measures based on the feedback.
6. Performance Management
a) Be responsible for running the bi-annual PMS and facilitating feedback in all other cases which warrant the same such as probation feedback, disciplinary measure or Performance Improvement Program (PIP).
b) Ensure that the PMS outcomes (increments, bonus, and promotions) are done in a timely manner.
c) Ensure process adherence.
d) Discuss change inputs with CHRO for upgrades.
7. HRIS & HRMS
a) Create a periodic HR analytics report highlighting important ratios & provide metrics to facilitate decision making. Socialize with relevant stakeholders.
b) Trigger change requests for the HRMS. Be the custodian of HRMS adoption.
8. Compensation & Benefits
a) Create and agree a compensation strategy with CHRO and management.
b) Be responsible for wage bill budgets across talent acquisitions and PMS exercise.
c) Highlight deviation to regular C&B ranges.
Sign off compensation break up for employees with management.
9. Payroll
a) Over see administration of payroll and address issues if any
b) Trigger process changes and agree with all stakeholders
10. Employee Engagement
a) Understand the company culture and values and be custodian of upholding the same in all the messaging for employees
b) Suggest & implement employee engagement initiatives.
11. Grievance Management & Employee Welfare
a) To manage the grievances highlighted by employees and facilitate resolution.
b) To be an active channel in employee communication and notifications
c) To plan timely factory and site visits to monitor employee conditions and facilities
12. Statutory compliances
a) Ensure adherence to all statutory rules & regulations. Liaison all external agencies related to such adherence.
b) Observe all labour laws and have healthy relations with all employees
13. Employee Separation.
a) Oversee employee exit – counseling, retention measures, exit interview, sign off full & final settlement & clearances.
b) Ensure that employee management initiatives incorporate the feedback received through attrition analysis.
II. Operations
1. Lead by example wrt to promoting company values, maintaining discipline, ensuring high standards of work quality and demonstrating desirable conduct.
2. Ensure optimum utilization of resources and continuously undertake process improvement measure.
3. Ensure departmental audit is conducted on a periodic basis and be accountable for acting on the outcome areas
4. Build capabilities within the HR team
5. Be responsible for identifying and dealing with misconduct within the team
6. Be responsible for completing timely evaluation for the team
7. Sanction leaves for the team
8. Approve travel plans & expenses of the team
III. Environmental Condition
1. Normal office environment
2. Limited exposure to factory environment
3. Frequent planned travel
Primary Job Profile : HR Head/ CHRO
Technical Skills : Compliance, Labor law, Union relations, Grievance Handling
Candidate Industry Requirement: Manufacturing
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No. Of Vacancy
1Offered Salary
Not DisclosedExperience
12 - 16Industry
Energy/ Climate
