Jetking - Senior Manager - Human Resource

Job Title/Designation: Senior Manager - HR

Reporting to : VP - Dedicated Services

Department : Human Resources (HR)

Job Dimensions:

Budget Controlled: Jetking Manpower budget: TBD

Number of Staff Supervised - Direct: 9 to 10 Total Staff Supervised (Direct + Indirect):

Approximately 300

Job Purpose:

- To ensure that HR Management (HRM) processes are carried out such that the HR department becomes a trusted service provider which is relied on and recognized for its expertise on personnel and administrative issues

- To ensure that HR Development (HRD) activities enable the company to foster a work environment that encourages excellence by aligning the individuals- goals with the company's objectives

Key Accountabilities:

Human Resource Management (HRM):

Defining Policies and Procedures:

- Oversee the documentation and maintenance of the HRM Process & Policy Manual

- Review SLAs for interaction with other functions and draft new SLAs where required

- Approve regular training sessions for HRM Administration personnel on processes and service level agreements (SLAs) as defined in the HRM Process Manual

- Ensure all policy and process change suggestions are periodically discussed and suitably resolved

- Ensuring Regulatory and Policy Compliance

- Ensure SLA compliance of all HRM / Administration teams and solve problems of teams where SLAs are not being achieved

- Ensure availability of HR related data of the organisation at all times

- Ensure updation of policy manual as per changes in government regulations

- Reviewing and approving the audit calendar for HR at the beginning of the year

- Oversee the conduct of team building events across the organization Manpower Planning & Recruitment Assistance to Franchisees

- Obtain Manpower Plan from functional heads at the beginning of the year and prepare the Manpower Recruitment budget for the year

- Obtain approval for the Manpower Budget from the CEO at the beginning of financial year and ensure compliance with the same

- Provide Recruitment Assistance to the Franchisees as and when required

Human Resource Development (HRD):

Job Description and Evaluation:

- Maintaining an updated database of job descriptions for all jobs in the organisation

- Periodically undertaking a Job Evaluation exercise for comparative grading of all jobs

Compensation and Benefits:

- Oversee process for setting compensation levels and salary structures throughout the organisation

- Ensure implementation of the compensation and benefits policy across the organisation

- Effectively communicate the salary composition and constituency to all employees

Performance Management:

- Ensure on-time completion of drafting and communicating the KRAs to all employees in the organisation

- Ensure smooth functioning and standard execution of performance appraisal process

- Impart training on conducting the appraisals across all levels in the organisation

- Ensure precise definition of reporting structures and adherence to clear lines of reporting

Succession / Career Planning:

- Oversee career development and succession planning programs

Talent Management:

- Ensure new employees undergo appropriate induction training

- Facilitate preparation of Training calendar and coordinate training programmes conducted by all the departments

- Identifying training gaps from the appraisals and scheduling training sessions accordingly

- Oversee training organised for existing employees

Budgeting:

- Plan and approve the budget for HR/ Administration operations

- Prepare the estimated cost of hiring manpower and get the budget approved by the VP - Dedicated Services

Office Administration:

- Oversee the smooth functioning of the administrative activities at the Corporate office

- Oversee the time office management function and smooth execution of norms as per the manual

- Ensure that employee grievances are resolved in the least possible time frame

- To handle legal matters - liaison with local corporations and BMC officials, respond to court summons and undertake renewal of licenses as and when required

KEY PERFORMANCE INDICATORS :

- Ease of availability of Process Manual to all personnel

- Knowledge-level of HRM / Administration personnel regarding processes and SLAs

- Appropriate resolution of HRM / Administration teams- queries

- Appropriate resolution of all recommended policy / process changes

- Creation of a consolidated HRM MIS within defined timeline

- Timely updation of policy manual

- Appropriate tracking and communication to HRM / Administration teams of related regulatory changes

- Planning and completion of audits as per schedule

- Timeliness of preparation of Manpower Recruitment Plan

- Appropriate resolution of deviations from staffing plan

- % of Franchisees on - 70% Satisfaction Score on Recruitment assistance

- Ease of availability of JDs to relevant business personnel

- Accuracy of JDs

- Accuracy of classification of jobs into relevant salary grade

- Timely communication of KRAs to employees

- Completion of appraisal process within the stipulated time

- % of employees covered by incentive policy linked to BSC

- Attrition rate

- Impact of training strategies on employee / company performance

- Utility of on-the-job training (through employee feedback and aggregate performance levels)

- Clarity on reporting relationships

- Overall Employee Satisfaction Score

- Employee satisfaction with clarity of career paths

- % of franchisees not provided with adequate training to non technical personnel (40 hours)

- Deviation from employee training calendar

- Timeliness of creation of HR/ admin budget

- Accuracy of budget forecasts

- Employee satisfaction on grievance resolution

Operating Environment:

- The incumbent is responsible for attracting, developing and retaining talent in an organisation that hitherto believes in multi-tasking, role-switching and multiple reporting

- With high employee churn, high inflation and competitive market, it is critical that the company develops strong mechanisms to review and reward its employees. This thus requires the development of a well defined compensation strategy, as well as other performance-based incentives (monetary and non-monetary).

- The job holder has to play a key role in overseeing a culture change across the organisation which will result in a performance driven, measurement focussed workforce

Communication & Working Relationships:

Internal:

- Ongoing communication with the VP - Dedicated Services

- Periodic communication with business managers with regard to HRD & HRM activities

- Periodic communication with internal auditors for planning and completion of audits

- Ongoing communication with direct reportees on day-to-day tasks

External:

- Periodic communication with legal professionals regarding changes in regulatory framework impacting HR

Decision Making:

- Responsible for all HRM & HRD decisions and policies

- Develops compensation and incentive strategy for the company

- Develops guidelines and ensures appropriate administration of the appraisal process

- Develops HR budget and responsible for all HR and administration expenses

Qualifications, Experience, Knowledge & Skills:

Qualifications : Master's in Business Administration

Experience :

- 6 to 8 years experience in an HR consulting firm or in the HR department of a medium to large Corporate

Job Specific Skills :

- Exposure to various HR functions such as recruitment, training, job evaluation and grading, designing compensation and incentive structures etc.

- Enterprising and resourceful - should be able to start new programs and ensure successful execution

Competencies:

- Strong leadership skills, Inter-personal skills, Problem solving skills, Motivation skills