Head - Human Resources

Position Summary : Leadership Role will be responsible for the overall HR functioning and its alignment to achieving the business goals and provide HR services to all levels across the business including Recruitment, Training, Employee Development & Retention, Employee Engagement, Compensation & Benefits. HR Information Systems, Legal Compliance and HR Operations & Administration.

Major Responsibilities - Talent Management

- Manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, employees; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change

- Develop, strategize and implement PMS processes that would assist the top management in terms of half-yearly and yearly performance appraisals

- Deal with complex disciplinary/grievance and HR issues, using HR and company knowledge evidencing appropriate decision making skills

- Plan various initiatives for employee engagement and roll out yearly engagement Calendar

- Plans and conducts new employee orientation for employees to foster positive attitude towards Company goals

- Work with the business to foster a culture of ongoing performance management and development. Partner with Line Managers/Head of Departments to identify the future skill sets required to achieve business objectives and help line managers and employees create Personal Improvement Plans (PIP) to ensure quality development plans for the employees

- Facilitate effective performance management practices by helping to define success, establish measurements, provide feedback, and reward performance. Ensure that the KRAs and competencies are clearly defined for each role and communicated to the employees

- Designs and implements a robust RNR strategy as well as a Training policy for the organization to retain and develop talent within the organization

HR Operations: 

- Designing, Reviewing & Implementing progressive HR Policies & Systems aligned to business and people

- Formulating & implementing best Compensation &Benefits policies to retain & attract talent

- To manage the employee separation process ie. conducts exit interviews and analyze reasons behind separations.

- To be in charge of payroll administration and to make all necessary co-ordination to make a smooth and efficient operation (variable compensation, overtime, expatriates compensation, special payments).

- Maintain in-depth knowledge of legal requirements related to HR, reducing legal risks and ensuring regulatory compliance

- Analysis of attrition reports and share action plan to curb attrition.

- Identify and work with external HR consultants and vendors on special projects as needed

- Oversee Leave Management and Attendance system

- Manage HR budgets

Stakeholder Management :

- Work closely with CEO of the organization to derive strategies/plans from the vision and strategies of the organization

- Maintain knowledge of industry trends and make recommendations to Management Team for improvement of organization's policies, procedures and practices

- Liaising and co-ordination with the senior management and cross functional teams in addressing various people related issues and implementation of the issues through appropriate level in the organization

- Provides interpretation and counsel to line management regarding policies, programs, and practices.

- Assist the organization with the staffing process by helping drive and build action plans in partnership with Line mangers/Head of Departments to maintain an active pipeline of talent

- Create & Manage HR dashboard reports

- Ensure qualitative and correct inputs for the in-house and external communication and also represent the organization in different forums.

- Partner with department heads to conceptualize, design, develop and implement employee engagement (including leaders) initiatives.

- Provide information and reports on data such as employee turnover, references, costs associated with hiring, retention and training, etc.

- Develop and implement HR initiatives in line with company's objectives to ensure positive impact on company's culture, people development and high-quality talent acquisition & management

- Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the company, as and when they occur

HR Team Management:

- Supervise the HR team in normal HR functions such as - recruitment, Joining formalities, Induction, exit interviews, grievance handling etc

- Lead the HR team to handle all responsibilities related to HR operations and administration. Keep the HR Policies and procedures, job descriptions, process documents and any other important documents up to date and legally compliant.

- Competencies o Previously influenced senior managers, built strong commercial relationships and driven an HR strategy

- Strategic Thinking

- Excellent communication skills - ability to handle complex and difficult situations with thought and confidence

- Experience of dealing with senior and sometimes challenging individuals

- Ability to build rapport quickly with key members of the executive team

- Enthusiastic, passionate with high professional ethics and integrity

- Can quickly establish credibility and respect and build strong working relationships with managers and employees across different service lines

- Foster Teamwork,

- Promoting Process Improvement within HR as a culture

- People Management skills

- Problem solving skills & Conflict management skills

- Strong working knowledge of employment law issues and the ability to apply these to a variety of situations using a pragmatic and common sense approach

- Results-focused - understands what is important to employees, clients and management - is committed to achieving goals.

- High level of adaptability to changing environment

- Makes sensible, intelligent decisions in difficult and deadline driven situations

- Experienced in a working with a team as well as in a standalone environment

- Demonstrate an understanding of personalities and behavioral styles in order to work collaboratively with a variety of people and to make informed decision around resourcing, reporting structures and relationships

- Commercial acumen - has a good overall understanding of company finances and uses this information to push back and support managers in resource and succession planning

Qualifications & Technical skills - Degree / Qualification /MBA in Human Resource Management from a reputed educational institute.

- Knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.

- Proficient in MS Office, HRIS and other relevant HR databases

Experience: 10-12 years of experience in Human Resource Positions, Senior Level Recruitment and Organizational Development position

Working Conditions The employee will be expected to work out of the SKIL Mumbai office and the various site offices should be willing and able to travel as per requirement to other office sites.

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