Manager - Human Resource - NGO

The human resources manager shall be directly overseeing the manpower planning, recruitment and competency enhancement of the organization. S/he will be responsible for recruitment, induction, professional development and facilitation of performance appraisal of staff. The HR manager shall also plan and undertake initiatives to enhance the happiness and motivation of staff.

In addition, the HR manager may be assigned some organizational tasks/roles by the Director of Programs where the HR manager's skills could be relevant and useful to the organization. The HR manager shall advise the Director of Programs on the overall strategy for human resource management including aspects pertaining to creation of a professional work culture, a learning, sharing and caring work culture, fixing pay scales/ pay grades, creating progressive HR policies, Employee rules of Conduct, etc.

Desirable profile:

M.B.A (HR) : 10 year plus experience in HR function and at least 2 years in leadership roles in the Human Resources division of a consulting or not for profit organization ( with over 100 persons)

Detailed Roles and Responsibilities

1. Recruitment:

a. Attract talent - Gauging needs of the organization's human resource requirements, and accordingly putting a plan of action to fulfill those needs with the placement of - talented professionals- .

b. Hire resources - Finding relevant locations to look in, reach out to maximum potential candidates using mass communication mediums, aggregate all responses, filter out irrelevant applications, judge suitable incumbents and coordinate internally to get them interviewed.

2. Training:

Incorporate a training program for every new employee based on the skill set required for their job. Also plays a significant role in assessing the results of the training program and grading employees on the same.

3. Professional Development:

Enrolling the employee to attend conferences, workshops, seminars etc that may be in his/her personal interest, thus increasing employee engagement and the competencies within the organization.

4. Appraisals:

The role of HR in this would be to lay down a process for appraisals and facilitate the same, to ensure timely appraisal reports and a review of the same by the respective team leads. The HR manager should communicate individually with employees and give a clear feedback or suggestion on their performance.

5. Maintain Work Culture:

The role would also require the HR to maintain a healthy, safe, and fun work environment to ensure a level of comfort amongst the employees and eliminate any stressful or awkward atmosphere that may hinder the performance of the staff.

6. Employee Relations:

a. Resolving Conflict - HR should proactively address a situation which arises within the organization which have potential for conflict between staff and in cases of conflict be able to build a neutral position and resolve it in the best interest of the organization.

b. Rapport with Employees- HR should build confidence and trust with employees and thereby be a point of contact for any grievances arising within them.