Human resource Staffing at Max Life Insurance
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Max Life Insurance - Deputy Manager - Human Resources (6-10 yrs)
Job Summary:
- The incumbent shall be responsible for the end to end business HR delivery for the zone assigned to him/her.
- Further, the person would be responsible for driving and managing all local level HR initiatives/employee engagement agenda and activities.
- Further responsible for recruitments/selection and on boarding for the respective channels.
Key Responsibilities:
Recruitments and Selection:
- Responsible for recruitment and selection of frontline sales people.
- Identifying low cost hiring sources
- Ensuring a robust manpower pipeline to take care of existing as well as expected vacancies.
- Tracking of hiring to ensure year end manpower plans are met.
Joining & On-Boarding:
- Responsible for smooth on-boarding of new hires
- Ensuring timely generation of Emp Codes
- Ensuring timely generation of appointment letters
- Conduction HR Induction and orientation program.
HR Operations:
- Ensuring proper and complete documentation post selection of candidates.
- Collection of all reqd pre-joining documents.
- Collection of Joining kit/post joining documents from the candidates.
- Ensuring timely dispatch of Joining KITs to HO.
- Leave and Attendance management for new joinees
Employee Engagement:
- Responsible for designing local level employee engagement initiatives and rolling them out.
- Doing branch visits & conduct townhall meetings with employees on regular basis.
- Regular branch visit and meeting with constituents.
- Driving 100% participations for various surveys such as GALLUP/PULSE etc.
MIS:
- Required to maintain various HR MIS related to Hiring/Sourcing/Funnel/Employee engagement/attrition etc.
- Publishing HR dashboards and attrition analysis data to business stakeholders.
Query and Grievance Management:
- As HR SPOC, responsible for managing employee related queries and their resolution.
- Ensuring proactive employee communication on process and policies.
- Handling of employee grievances and taking proactive steps to ensure local level resolution of grievances.
- Track employee escalations and take proactive steps to control escalations.
Exit Management:
- Keeping track of all exits happening within the zone
- Conducting exit interviews and doing attrition analysis.
- Timely inputs to HR Ops team for Stop salary and processing of F&F Settlement.
Measures of Success:
- Recruitment and Selection- 90% of planned year headcount on Plan Vs Actual.
- On Boarding- Compliance scores as published by the HR-Compliance Teams. 90% on Compliance Scores
- Timely generation of Emp Codes and Appointment letters: 95%
- BV Initiation: 100% cases initiated on time.
- Employee Engagement: No of employee engagement activities successfully launched.
- Improvement in GALLUP scores.
- Grievance Handling: Should be lower than the country average.
- Timely resolution of employee grievances with minimum escalations.
- MIS- Timely updation of all HR MIS
- Exit Management- HR Compliance scores-95%
Minimum/Specific Experience/Qualification:
- Should have a PG Qualification in Human Resources from a good institute
- 8-9 Years of experience in Generalist/Business HR role
- Should have managed an employee population of 200-300 people
- Should have managed large scale recruitments
- Should be mobile and willing to travel
- Should have good communication and inter personal skills
- Strong knowledge of MS-Excel and various HR MIS reports
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