Manager - Human Resources - Consulting Firm

Role Description:

The Manager HR is an important role in the HR Management function at our org. This role is critical to the foundation & growth of the strategic HR solutions at our org.

The Incumbent's portfolio will be primarily Recruitment and secondarily other Strategic HR Interventions' support, including but limited to Learning & Development and HR Analytics. The role will involve collaborating effectively with people at all levels and interacting with a diverse group of individuals and personalities to ensure the achievement of individual, functional and organizational goals.

Structure & Reporting:

The incumbent will work closely with the Associate Director HR. The role may have Associate(s) and / Senior Associate(s) reporting into it, as per organizational need.

Key Responsibilities:

A. Talent Acquisition

- As the Talent Provider, deliver high quality, cost effective and timely hiring support to the organization.

- Assist in building the Recruitment Strategy. Lead it's effective execution across all verticals and locations.

- Lead Manpower planning exercise with verticals, as per the project needs.

- Build and manage Recruitment SLAs.

- Lead the Passive hiring interventions to build an effective & robust talent pipeline for all key roles. To Lead the Campus Connect initiative - build & grow for maximum outreach to top talent - both in India and outside India.

- Manage Institutional partnership for Interns as well as Initiate & collaborate to build newer ones.

- Lead & build online sourcing tools, including but not limited to, LinkedIn, Facebook, Portals and more to tap passive top talent, in alignment with Global directives.

- Build the alumni network - take active steps on leveraging alumni for talent outreach.

- Lead Employer Branding initiatives under this umbrella.

- Create & execute innovative talent sourcing initiatives for the organization, including creative & effective content.

- Lead active talent hiring by catering to the needs of time, quality, compliance and cost.

- Manage the Internal Job Postings - process, tools & practices.

- Manage the Employee Internship Program.

- Build & deliver to Recruitment KPIs & KRs in alignment with Organizational Strategy.

- Lead the Recruitment team - own and manage them for sustainable and competitive delivery.

- Manage external vendors and all matters pertaining to them including, but not limited to - empanelment, contracts, cost optimization, feedback and payments.

- Ensure compliance to internal quality parameters as well as statutory needs across all Recruitments process & practices at JPAL-SA.

- Create and upkeep Job descriptions - maintain an attractive and effective database of JDs for internal & external utilization.

Trends & Reports:

- Track Hiring data and generate regular MIS reports as required.

- Maintain a keen understanding of hiring tools, trends, developments and best practices. Share these periodically within & across verticals.

- Share insights & recommendations regularly with key internal stakeholders.

- Collaborate with Global team for leveraging on global pool of talent.

- Revamp Internal Hiring Process & tools for better efficiency, effectiveness & impact.

- Build (review here required) hiring tools and techniques (hiring guidelines, interview tools & techniques, assessments & questionnaires & more). Facilitate their optimum utilization while ensuring relevance, standardization and impact. Build capacity of internal stakeholders to utilize these tools effectively.

B. Analytics

- Build Analytics & dashboards for all HR functions and support.

- Collate and report data & trends periodically.

- Integrate these with the internal systems as well as recommend and build in new systems where required.

- Build internal HR capacity to utilize these tools effectively.

- Collaborate with verticals to build these, periodically.

C. Learning and Development

1. New Hires- Orientation:

- Organize and anchor the New Hire Orientation program to enable easy settling-in and acculturalization of new joinees.

- Collaborate with HR operations to build a holistic and excellent onboarding experience.

- Deliver periodic Orientation Program, organization wide for all new hires: collaborate with internal SMEs, leverage on technology.

2. Capacity Building: Planning & Execution

- Collaborate in building Competency matrices for the organization.

- Assist in building the Annual Learning & development strategy, by active support in the following, but not limited to:

- Conducting Training Needs Analysis, data collation, coordination and reporting.

- Drawing up a comprehensive L&D Plan based on the developmental needs and methods identified.

- Driving the implementation of the L&D Plan to ensure smooth execution with effective outcomes; providing thought partnership around program design and delivery.

- Conceptualizing innovative and flexible methods to address the developmental and capacity building needs identified, including identification of external training programs and conferences, the design and delivery of in-house training sessions, enrollment in online learning programs, and mentoring, self- learning, and other methods as appropriate.

- Monitoring and reporting progress on the initiatives- delivery, learning goals and internal trends, make continuous improvements in the approach, process and methods as appropriate.

- Setting up of new systems and processes including: preparing and tracking the annual L&D Budget creating and updating the Training Calendar; tracking training attendance; capturing feedback on training programs as well as conferences and workshops attended.

- Collaborate in the design & execution of succession plans.

- Trends & Reports: Research and share emerging trends on HR best practices.

- Track L&D related data and generate regular MIS reports as required.

- Maintain a keen understanding of learning & development trends, developments and best practices.

- Share insights & recommendations regularly with key internal stakeholders.

Required Education:

- Master's degree in Human Resource Management, Organizational Design, Educational or Organizational Psychology, Business Administration (MBA) with a specialization in HR, or similar relevant degree.

Required professional experience:

- Must have at least 5 years of relevant HR experience.

- Minimum 3 years of experience in handling all or most facets of the Employee Life Cycle.

- Minimum 3 years- experience of managing teams.

- International exposure.

- Strong experience of collaborating with leaders and colleagues to drive results.

- Experience implementing diverse and high impact HR initiatives to support organizational objectives.

- Demonstrated successful experience working with detailed information and numerical data and presenting it in a way that is easily understood by people at different levels in the organization.

- Exposure to working in an organization involved in research, public policy, development economics, education or training would be an added advantage.

Other competencies required:

- Good team playing skills.

- Excellent written and spoken English skills.

- Strong listening skills.

- Creative thinking.

- Presentation Skills.

- Can-do attitude.

- Proven ability to present to large audiences.