Assistant General Manager - Human Resource - Construction Industry

Accountabilities

Employee Relations and Statutory Compliance: No loss of mandays due to ER issues

Nil Non-Compliances

- Staffing Plan & Talent Acquisition: Staffing plan as per project requirements, Arranging Job Evaluations in time, Recruitment within timeline

HR Business Partner: Preparation, finalization and monitoring of HR Annual Operational Plans that meets the Business strategic objectives as per BSC. Also monitoring AOP Vs. Actuals and Variance analysis from time to time.Compliance to AOP's

Talent Management and Development:

Goal Setting: To ensure all the new hires have got their goal setting /KRA's are fixed on time and effective review is done on structured schedules.No of new hires completed goal setting with in the stipulated time Vs no of new hires joined.

L&D: To implement and manage Company training programs as per TNI in order to facilitate staff career growth. No of internal candidates filled the important key positions Vs no of employee's undergone training and developmental programs.

- Identification of Top potential talent for structured career development in order to meet the internal talent requirements as per Human capital plan and ensure Succession Planning as per the business needs.

- PMP: To manage annual Performance evaluation process and on-going performance management in order to ensure employees are provided with feedback and input and are meeting their performance deliverables.Effective completion of pay revision/ Promotion process. No of employees undergone through PMP Vs. no of promotions.

- Grievance Management Process: Ensure grievances are addressed as per policy with in the time lines and the feedback is given where ever is necessary.Percentage of reduction in grievances in comparison to last year.

- Employee Engagement : Strive to enhance the employee engagement in order to build better employee satisfaction by implementing action plans, conducting dipstick surveys, communication meets, cross-functional team meetings, Town Halls and Skip Meets.Increase in points in employee engagement score of latest survey over last year survey's score.

- Achieve operational excellence in implementation of HR processes such as joining/ on - boarding, transfers/ reassignments, separation etc. for the employees

- To manage continuous improvement of performance management measures for individuals and teams

- To assist with corporate and adhoc projects, contributing to the overall strategic development of HR within the organization

- HR Operational Excellence: Implement and Drive the Process excellence and MIS dash boards in order to ensure operational excellence is sustained.Last year attrition percentage Vs this year's percentage.

- Manage and Supervise end-to-end HR Operations of Business like, Joining, Logistics, NJP, Probation confirmations, Handling Cashier Trainees, Internships, Transfers, Relocation, and Reporting Relationships/Payroll Transfers in SAP, PF Transfers, Employee Reimbursements, Employee Grievances, and Separation process from Resignation to exit process, Retiral benefits, and Death claims.Process of Medical Insurance claims, monitoring of additions/deletions.

- Also support in Company Secretarial team on Board compliances like Managers joining and exits, managerial remuneration.Time frame, settlement of claims in specified time period.Operational excellence

External - Roles you need to interact with outside the organization to enable success in your day to day work Various Consultants/ Vendors Govt. Officials. HR representatives of competitor's business

Internal - Roles you need to interact with inside the organization to enable success in your day to day workHOD- sPHR Office, CHR and Other Business HRsAll staff of business.IT/MAG/Legal/E&I/KM depts

Educational Qualifications:

- MBA/MSW/ Post Graduate Degree/ Diploma in HRM/PM &IR

- Relevant and total years of Experience:

- 13- 18 Years of relevant experience.

- Sound knowledge of Labour Law Compliance and IR

- Preferably from the construction Industry background.

- Behavior Skills &Technical Skills

- Interpersonal

- MS Office Proficiency

- Communication (written & oral)

- Awareness in Labor Laws and current

- Leadership changes in the industry.

- Change Management

- Influencing /Networking.

- Problem Solving

- Negotiation

- Confidentiality

- Positive Attitude.