Key Roles & Responsibilities 1. Talent Acquisition: - Lead hiring for the Restaurants vertical: including requisition approval, job intake, job advertising, candidate sourcing, application review, candidate screening, interviews, offer process and onboarding. Develop deep understanding of the organizational structure, processes, and ideal candidate profile to lead hiring efforts and pipeline development. Provide input to hiring managers based on this knowledge to create and drive targeted sourcing strategies - Vendor management & Budgeting: Manage relationships with Recruitment vendors and adhere to defined recruitment and relocation budgets Facilitate Talent Mapping and Talent Pipeline: - Proactive engagement with the relevant external talent pool to create talent pipeline - Proactive talent mapping to understand the construct of external talent on role mix, compensation levels etc. Keep the TA CoE team updated on critical market developments 2. Business Partnering: - Work closely with business managers to understand the business and its needs, and apply that understanding to HR practices - Develop understanding of the industry to develop and benchmark relevant SOPs and guidelines for the employees in the restaurant vertical, while maintaining alignment with company-level SOPs and guidelines - Communicate and reinforce the value proposition & culture through innovative HR initiatives. Create forums and facilitate interactions between the employees & the management on a regular basis - Ensure effective cascade of people policies and practices to employees in the restaurant vertical - Work closely with management and employees to improve work relationships, build morale, and enable productivity and retention - Support Employee Engagement for the vertical, and co-create initiatives that boost employee connect and build morale - Support in Organization health surveys and coordinate Focus Group Discussions on a need basis, to gauge employee perceptions & opinions - Support a culture of Learning and enable Learning initiatives for the vertical 3. Employee Lifecycle Management: - Define and develop workable SOPs and guidelines, while maintaining alignment with company-level SOPs and guidelines - Manage the entire lifecycle of the employee (from Onboarding till exit) along with the HRIS platform for the designated employees - Ensure 100% compliance to HR Policies - Coordinate the performance management process and ensuring timely closure of goal setting, mid-year reviews, year-end reviews - Respond to local employee queries and concerns in a timely manner. Educate employees on applicable policies and benefits such as leave, social benefits, etc. QUALIFICATIONS & SKILL SET Educational qualification: Bachelor's or Master's degree in Business Administration or Hospitality Management (preferred) Experience requirement: - 4 to 6 years post-degree work experience - Preferred Industry: Chain of Premium Restaurants or Hospitality industry - Preferred Role: Prior exposure to an HR Business Partner or HR Operations role Core skill set: Functional: - Should have done an HR Business Partner or HR Operations role - Deep functional knowledge of HR SOPs and processes in the Restaurants/ F&B space - Understanding of international HR practices in the restaurants/ F&B space is desirable - Product knowledge of Alco-Bev would be an advantage Behavioral: - Willingness to travel pan-India (as and when required) - Ability to build quick wins in a rapid, high-growth culture - Ability to prioritize and multi-task in an unstructured environment - Comfort with tight deadlines and ambiguity - Ability to build connect with a variety of stakeholders across geographies - Attention to detail

Delhi

Bira 91 - Manager - Human Resources - Limited Release Taproom 

Job Description for Bira 91 - Manager - Human Resources - Limited Release Taproom  in B9 Beverages Private Limited in  Delhi for (4-6) years of experience. Apply Now!