1. Job purpose
The HR Manager will be responsible for managing all HR functions for the Delhi NCR region. This includes overseeing recruitment, induction, training, employee engagement, performance management, data management, compliance, and other HR-related tasks.
2. Key Accountabilities
a) Recruitment & Talent Acquisition
o Develop and implement strategic talent acquisition plans tailored for the region to meet the organization’s growing needs.
o Source candidates using a mix of channels, including job portals, social media, networking events, and campus recruitment, to build a robust talent pipeline.
o Conduct in-depth interviews, evaluate candidates against job requirements, and work with hiring managers to select the best candidates.
o Regularly review and update job descriptions to reflect the evolving roles and responsibilities.
b) Onboarding & Induction
o Design and execute a comprehensive onboarding and induction program that aligns with’s values and culture, ensuring new employees have a seamless transition.
o Partner with different departments to create orientation schedules and ensure the timely delivery of onboarding materials.
o Gather feedback from new employees post-induction to enhance the onboarding process.
c) Employee Engagement & Relations
o Lead initiatives to enhance employee satisfaction and foster a culture of recognition and inclusivity.
o Organize and facilitate team-building activities, workshops, and events that boost morale and strengthen team dynamics.
o Act as a liaison between management and employees, addressing concerns proactively to promote a harmonious work environment.
o Conduct regular pulse surveys and gather employee feedback to assess the work climate and recommend improvements.
d) Training & Development
o Collaborate with department heads to identify skill gaps and implement targeted training programs to bridge them.
o Develop a structured learning and development roadmap to promote continuous professional growth and align with career progression plans.
o Track training participation and evaluate outcomes to refine future training initiatives.
o Stay updated on industry trends and incorporate relevant learning tools and resources.
e) Performance Management
o Oversee the performance appraisal process and provide guidance to managers on goal-setting, mid-year reviews, and annual assessments.
o Conduct training for managers on delivering constructive feedback and fostering a performance-oriented culture.
o Support employees in creating personal development plans and align them with business goals for career advancement.
f) Compliance & Documentation
o Ensure HR processes and documentation adhere to legal standards and best practices, including maintaining up-to-date labor law compliance.
o Keep meticulous records of employment contracts, amendments, and termination procedures.
o Lead audits to verify compliance and manage any potential issues or violations.
g) Payroll & Compensation Support
o Liaise with the finance department to ensure accurate payroll processing, including calculating earnings, deductions, and other relevant components.
o Review payroll data for accuracy and resolve discrepancies promptly.
o Provide input for compensation benchmarking and support the development of competitive salary structures.
h) HR Policies & Process Improvement
o Review and update HR policies and procedures regularly to ensure alignment with organizational goals and industry standards.
o Develop and refine HR workflows and processes to increase efficiency and improve employee experiences.
o Foster a culture of continuous improvement by collecting feedback and initiating HR projects aimed at modernizing practices.
i) Reporting & Management Information Systems (MIS)
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