హెచ్‌ఆర్ ఎగ్జిక్యూటివ్

పోస్ట్ గ్రాడ్యుయేట్, అంత కంటే ఎక్కువ

All genders

09:30 AM - 06:30 PM | 6 days working

Job Benefits: PF

PAN Card, Aadhar Card, Bank Account

Job Description

1. Manage the Recruitment process and developments:

• Understanding manpower requisition received from the concerned department.
• Coordinate with Manager for the department to understand & analysis the manpower need.
• Understanding the requirement and accordingly drafting the job description.
• Sourcing• candidates as per the requirements.
• Screening the candidates and lineup interviews or scheduled date.
• Shortlisting of the candidates for final round by conducting personal interviews.
• Coordinate with the concerned person and take a final interview of the candidate.
• Maintaining and updating the database of the candidate.
Guideline:
• Always active to develop candidate “Sourcing•” channels.
• Update the technical question & answer sheet on half yearly basis with coordination of dept. leaders.
• Interview the candidate on all important parameters.
• Go for the reference check. Develop the sources for reference check.
• Maintain the data in ERP and track the recruitment progress.
• Send the final offer to the shortlisted candidates through email.







2. Employee Life-cycle in NCH Group :

Induction & Orientation:
• Be in touch with the selected candidate from the date of selection to the date of joining. Contact the candidate with one or the other reason. Send a joining reminder email 1 week before in reply of offer accepted mail. Do call the candidate for 2 days before the joining.
• On the date of joining, welcome the candidate and do complete the induction & orientation program.
• Properly filing relevant documents of the new hire is mandatory and key responsibility of HR executive.
• Make the new joining completely aware about the probation policy.
• Take a session with the new joining before finally sending to the concerned department for routine working. This session includes set of random questions related, job description and the training feedback.
Workforce management:
• It is the key role of the executive to be in touch with team with one or the other way. Talk to the team, try to know more about them emotionally, mentally, personally and professionally.
• Handling cross-culture things and observe the potential employees.
• Stop the grapevine culture.
• Give a feeling of “being heard” to each employee.

Employee engagement:
• In coordination with leader, Prepare monthly calendar for engagement activities.
• Organize activities, event or celebration on festival as per preplanned calendar by maintaining company standards.
• Prepare the post of new hire employee, birthday wishes, work anniversary and share on whatsapp groups.
• Maintain the activity track for reference.
• Plan educational, informative seminars for the team skills and information enhancement. Such as grooming sessions, financial planning, life style, physical and mental health management.

• Employee Counselling & Grievance management
• Conduct individual or group meeting with employees.
• Understand the root cause and handle the grievance in professional manner.
• Be sensitive and professional with grievances raised by the employee as an individual or as team.
• Here the employee completely, understand the case from all aspects and proceed to decision. When counselling to employee is the demand, proceed to counselling and when need to provide solution talk to concern personnel, refer the policies and ethical practices and proceed to decision making by discussion with HR leader and provide solution.
• Maintain the records of grievances for HR future reference.

Implementation of HR policies:
• This desk must have a strong hold on implementation of HR policies and code of conduct.
• Keeping in mind the work culture of Sangini ethical practices should maintain and human values should not compromise on the name of discipline.
• Biased behavior, Favoritism practices are not expected from this desk. Sangini Values should not compromise at anyways.
• Guide the team and arrange team meetings time to time to guide the team for HRD policies if find any discrepancy.

Full and Final Process:
• Meet the employee on the last day of employment and get the handover process completely.
• Issue & complete the documentation process as per company guideline and close the full and final process.

3. Loan & Advance Management:
• Take action against the request received for advance and loan.
• Cross check with Loan and advance policy and coordinate with respective HOD and update to the employee on final approved Loan/Advance.
• Complete the documentation process and update the same on payroll records.

4. Statutory & Salary Compliance
• Attendance and Leaves management
• Components of salary and deduction of salary etc.
• Arrears, Loans and Advance calculations.
• Provide Employees traveling Allowance
• Sales Incentive management
• PF, ESIC and PT Data
5. Performance Management:

• Employee performance review is the role of this desk.
• Prepare monthly PMS cards department wise and discuss with concerned HOD.
• Arrange monthly PMS Review meetings with the departments as per the set calendar.
• Maintain the performance history of each employee in the company.
• Study the employee performance on professional and personal grounds.
• Maintain a valuable and formal relations with each dept. leader and the member.
• This desk needs to be strong in follow ups
6. Training need analysis:
a. Understand the team training needs on the basis of meetings and Performance cards.
b. Alert the dept. leader and HOD on monthly basis & update the training need analysis matrix department wise and submit to HR leader.
c. Plan the training schedules and set the calendar in advance in coordination with HR leader.

7. Training & Development:
• As per training need matrix, plan the training and development program for the teams, individuals or the leaders. Coordinate with HR Team for the program planning.
• Arrange training program for the required trainings.
• Explore all the training and development practices such as on job, off the job, role play, individual, group team trainings. Arrange special trainings for team building and skills development.
• Develop training programs for office staff team member
• Networking with external trainers as well for skills and development for team.
8. Alert Management
• On the basis of Performance and work requirements, plan - promotions, transfers, appreciations, warnings, actions and share the review to HR leader.
• Coordinate, discuss the detail report to dept. HOD and HR leader.
• Issue letters and maintain documentation after the final approval from HR leader.
9. Exit Interview
• In case of resignation request received, review and meet the employee on priority basis considering as review/ exit interview.
• Discuss the resignation with dept. HOD and HR leader, and conclude the resignation request.
• If resignation is accepted or recall proceed accordingly.
• If resignation is accepted, move to notice period of the employee and monitor the on-time and smooth handover process.
• Meet the employee 1 day before the last working day, cross check the assignment handovers and provide NOC if tasks handover completely.
• Plan farewell case to case based on resignation reason and factors.