AGM - Human Resources - Manunfacturing Firm

AGM Human Resources

- Looking to hire a AGM-HR for a mid sized manufacturing firm to be based at Manesar. Candidate should have around 10 years of experience in a manufacturing set-up.

- This position will report to the Managing Director

- Personnel Executive will report to this position.

1. Develop & drive various HR Initiatives in consultation with the top management and in line with Mission Vision statement, which include the following:

a) Recruitment & Selection Procedure

b) Structured Induction & Orientation Program

c) Introduction of Performance Appraisal System for all levels

d) Identifying training needs at all levels

e) Planning and executing Training & Development Programs

f) Staff Welfare Programs

2. Develop, implement and evaluate various HR Policies/ Manuals:

a) Job Evaluation & Job Description

b) HR Manual

c) Health & Safety Policy

d) Effective Compensation Mechanism

e) A system for Exit Interview for critical functions

3 Implement Performance Management System:

(a) Formulating and implementing performance management & appraisal.

(b) Deciding the key achievements for all the positions for deciding on increment, incentive and other reward policies.

(c) Managing the appraisal process across the levels and establishing framework for substantiating the performance appraisal system linked to reward management.

(d) Handling Employee Appraisal, KRA Setting & Review.

(e) Updating performance appraisal management system through timely review of performance, job description & evaluation, goal setting.

4. Grievance Handling: Responsible for employee grievance handling and implement mechanism to redress them at the earliest.

5. Maintaining Employee Relations:

(a) Build a strong HR network by keeping in touch with the local recruiting, training organizations. Also keep in touch with other HR managers working in the neighborhood.

(b) Ensuring maintenance of amicable employee - management relations in the organization by encouraging employees to voice their opinion on common platforms and inviting suggestions.

(c) Serving as an escalation point for personnel and employee relations issues and provide guidance and intervention as needed to resolve personnel issues.

(d) Coordinating the termination process by organizing discussions, ensuring appropriate documentations, conducting/ coordinating exit interviews, and elevating and /or addressing any resulting issues.

6. Try to maintain a union free status:

(a) Conduct a regular audit of various records like Attendance, Absent, Leave, any other statutory compliance to meet all legal requirements.

(b) Appointing the workmen & deciding their terms of appointment

(c) Full & Final Settlement of Employees.

(d) Correspondence with the employees such as, appointment letters, Confirmation letter, extension letters, disciplinary proceedings, etc.

(e) Initiating disciplinary proceedings as & when required in consultation with the Board of Directors

(f) S/ he will carry out any other work to the satisfaction of immediate supervisor/management, as and when requested by the appropriate designated authority

- The incumbent should be MBA in Personnel/HRD.

- A minimum experience of 8-10 years in the same position is must.