Strategic HR Leadership:Collaborate with senior leadership to develop and implement HR strategies that support the organization's overall objectives.Drive initiatives to enhance employee engagement, retention, and productivity.Analyze workforce trends and provide insights to shape HR policies and practices.Partner closely with senior leadership to understand business objectives and develop HR strategies that drive organizational effectiveness and employee engagement.Provide guidance and support on all HR-related matters, including talent management, performance management, succession planning, and organizational development.HR Policy and Compliance : Develop and implement HR policies and procedures in compliance with relevant laws and regulations. Stay informed of changes in employment legislation and industry best practices, proactively recommending updates to policies and procedures as needed.Employee Relations: Serve as a trusted advisor to employees and managers on HR-related issues, conflict resolution, and performance concerns.Conduct investigations into employee complaints or misconduct, ensuring fair and consistent outcomes.Provide guidance and support for disciplinary actions, terminations, and legal compliance.Act as a point of contact for employee relations issues, providing coaching and guidance to managers on handling complex HR situations.Conduct investigations into employee complaints or grievances and recommend appropriate actions in compliance with company policies and legal requirementsEmployee Engagement and Culture: Drive initiatives to foster a positive work culture and enhance employee engagement and morale.Partner with internal stakeholders to develop and execute employee engagement programs, recognition initiatives, and diversity and inclusion efforts.Performance Management:Lead the performance management process, ensuring alignment with business objectives and providing guidance to managers on setting clear goals.

Key Responsibilities 1. Candidate Sourcing: Utilize various channels such as job boards, social media, and networking events to identify potential candidates. 2. Screening and Interviewing: Conduct initial screenings, interviews, and assessments to evaluate candidates' qualifications and fit for the position. 3. Client Liaison: Work closely with hiring managers to understand their staffing needs and provide regular updates on recruitment progress. 4. Job Posting: Create and post job advertisements on relevant platforms to attract a diverse pool of candidates. 5. Database Management: Maintain a database of potential candidates for future openings and keep records of all recruitment activities. 6. Offer Management: Assist in the negotiation and extension of job offers to selected candidates. 7. Compliance: Ensure all recruitment activities comply with company policies and employment laws. 8. Market Research: Stay updated on industry trends and best practices in recruitment.

Hands on exposure in complete Recruitment Life Cycle for Junior to senior level Positions. Sourcing/Screening, Short-listing Profiles, Applicant Tracking and Follow-up, processing CV's, Updating / Maintaining Strong Internal Database for future requirements etc.Compiling the requirements from different business units in the organization and maintain tracker and monthly recruitment dash boards by unit wise.Analyzing requirements according to the specification provided by the HODs.Evaluating the candidate job consistency and reasons for seeking a career change.Identifying candidates with the right skills to match the departmental requirements.Evaluating the candidate skills and competencies including communication skills, inter-personal skills, confidence level and presentation skills.Sourcing right talent for as per the business requirements through portals like Monster, Naukri,Linked In.com,FB, and other mixed sources...Build applicant sources through constant contact & research of various channels such as employment agencies, recruiters, media, and internet websites.Conduct complete and detailed reference and background checks of candidate who are suitable and qualified for the requirement. HR attrition analysis and HR forecasting & retention strategies.

Complete HR Operations for the Facility Division

Manpower Planning :Assist line managers in formulating short, medium and long term manpower plans to fulfil manpower requirements and ensure that appropriate forecast is met on an annual basis, in a timely and cost-efficient manner. Identify manpower needs and vacancies including need for the development of recruitment programs such as labour recruitment programs and management recruitment programs to ensure alignment of organisational needs to manpower plans. Develop a list of job vacancies taking into account the consolidated manpower plans across unit.Assess initiatives that may impact manpower requirements, i.e. level of business operations and growth plans.Recruitment and SelectionIn conjunction with the Recruitment and Manpower Planning Section Head, develop the recruitment calendar based on the finalized HR and manpower strategy. Managing the selection process through partaking in interviews and preparation of employment contracts in order to ensure adherence to recruitment systems and processes. Ensure coordination of pre-commencement candidate documentations and services such as employment visas in order to maintain contractual joining dates.Work with line managers and the Training and Career Development Section to ensure suitably qualified Talents are identified, given priority for all open vacancies to then be trained and developedPolicies, Systems, Processes & Procedures-Implement approved departmental policies, processes and procedures, monitor adherence so that work is carried out in a controlled manner.Employee career developmentMotivate subordinates,if applicable, and contribute to the identification of opportunities for continuous improvement of systems, processes and practices taking into account leading practices, improvement of processes and productivity improvement.Training& development-Coordinating with training and career development department on training programs in order to ensure they are in line with manpower requirements

1. Talent AcquisitionPreparing manpower plan and execute recruitment and on- boarding accordingly. Create network with reliable vendors to source suitable candidates like job portals, placement consultants, training institutes and colleges.2.Performance management system & compensationPlan for employees performance appraisal, develop tools for appraisal, job evaluation and development. Monitoring performance management systems & report it to the departmental heads regularly. Conduct periodical compensation review and realignment with market.3. Employee development & trainingPlanning & executing internal / external training programs based on the skill index & training requirements. Co-ordination in trainings for senior management & administrative staff. Monitoring & ensuring continuous up gradation of skills along with department heads. 4. Employee engagement, satisfaction & retention Creating an environment and work culture that attracts the best talent in the industry and to retain good employees in a long term partnership. Handling issues involving employee complaints or questions that cannot be answered by other staff & providing counseling. Plan & execute different employee engagement activities. 5. Compliance to regulatory concernsAudit and authenticates all documents related to legal, salary statements and distribution, policies etc. Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care. Develop and Maintain healthy relations with Govt. and Non Govt. organizations for better and fast functioning of the company.

Human ResourcesAssist the HR Head on delivering HR Business Plans.Co-ordination with corporate HR team in all HR aspects (from End to end recruitment) Employees first point of contact for any concern, clarification, grievances that will be addressed to the HR Manager.Coordination in development and maintain job descriptions for all employees.Coordination in development and maintain KPIs for all employees.Coordination in development and maintain Regional Organization Chart.Maintain hard and soft copy of HR files for all employees.Lead & coordinate Performance Reviews for all employees.Draft HR reports by assembling, preparing and analyzing data.Coordination and monitor leave management.Execute on-boarding and induction of new employees.Coordination in with requirements related to Medical Insurance.Assist the HR Head in ensuring compliance with employment requirements as per Labor Laws.Assist the HR Head in reviewing and implementing company Policies and Procedures in line with the business requirements.Maintain highest level of confidentiality.Assist in recruitment methods and selection interviews as requested.Perform other essential HR related tasks which are assigned.Co-ordination & maintaining good rapport with local Govt Authorities in terms of company’s legal requirements.Attending branch review meetings with corporate leadership team.General AdministrationFacilities ManagementAsset ManagementLogistics Management