Manager - HR Business Partner - Manufacturing Firm

Qualification - Graduation + MBA -Full Time Only ( from Tier 1/ Tier 2 College Only )

Experience - +5 Years Min ( Age note more than 37 )

Responsibilities -

Talent Acquisition

- Plan & execute Talent Acquisition based on annual business plan/business needs through various hiring channels.

- Focus on reduction of hiring cost through a referral program and headhunting. Ensured the right talent selection.

- Focus on Diversity Hiring

Onboarding

- Business and Functional Induction of New Joiners.

- Ensuring the candidate is well informed on his responsibilities and deliverables to ensure his engagement in the business.

- Coordination for ELT (Engineering Leadership Trainee) stint and maintain a connection with them for an ongoing stint.

PMS

- Goal Setting - Finalizing goals/KRAs for employees at all levels after the closure of mutual discussions between managers and employees

- Driving communication sessions (through floor sessions, roadshows, and presentations) for employees and managers on uploading goals and mid-year reviews on the system

- Annual Appraisal -In collaboration with managers and Department Heads, ensuring the review process is completed on time for Managers and Officers and final ratings and recommendations are frozen and sent to the Compensation and Benchmarking team.

Employee Connect

- Provide required support to employees on a broad range of employee issues including general HR matters, policy interpretation, work environment and so on

- Support resolution of employee grievances.

- Communication and create awareness among employees on new Policies and Employee Benefits schemes introduced in the Organization

- Organizing and facilitating Annual events, location-specific cultural and fun activities every quarter

- Facilitating Group Discussion at various sites and Head Office with the support of the L&OD Team for the pain areas identified

- Happiness Index Survey and preparing action plans for them.

Budgeting

- Key role in setting up of annual HR budget in consultation with HODs and Leadership team.

- Preparing a Manpower deployment plan based on upcoming new projects and current project closures.

Analytics

- Maintaining monthly tracker for various Employee Life cycle events such as recruitment tracker, insurance tracker, and confirmation tracker.

- Preparing Presentations on Monthly HR Updates for Business Review Meetings.

Organization Management Review

- Identifying top talent employees based on development centres assessment and inputs from HOD

- Preparing Career Plan for Top Talent post reviewing their strengths and weakness and their job aspirations.

- Identifying Critical Position and Succession Planning

- Preparing Long Term Development Plan for Top talent.

Documentation

- Ensures all files are updated. All ancillary HR letters issuance. Training and Development-

- Preparing Development Action Plan for Managers based on the training needs identified

- Ensuring Employees DAPs are completed as per the timelines mentioned in the DAP.

- Creating awareness among employees on Learning Management System (SF Module) launched

- Encouraging employees to complete E-Learning Courses

Success Factor Transactions.

- Actively supported the implementation of RPG Talent One (SAP-HR) various modules such as

- Goal Setting,

- Learning,

- Employee Central

- RCM

- Succession Planning.