Max Life Insurance - Deputy Manager - Human Resources

Job Summary:

- The incumbent shall be responsible for the end to end business HR delivery for the zone assigned to him/her.

- Further, the person would be responsible for driving and managing all local level HR initiatives/employee engagement agenda and activities.

- Further responsible for recruitments/selection and on boarding for the respective channels.

Key Responsibilities:

Recruitments and Selection:

- Responsible for recruitment and selection of frontline sales people.

- Identifying low cost hiring sources

- Ensuring a robust manpower pipeline to take care of existing as well as expected vacancies.

- Tracking of hiring to ensure year end manpower plans are met.

Joining & On-Boarding:

- Responsible for smooth on-boarding of new hires

- Ensuring timely generation of Emp Codes

- Ensuring timely generation of appointment letters

- Conduction HR Induction and orientation program.

HR Operations:

- Ensuring proper and complete documentation post selection of candidates.

- Collection of all reqd pre-joining documents.

- Collection of Joining kit/post joining documents from the candidates.

- Ensuring timely dispatch of Joining KITs to HO.

- Leave and Attendance management for new joinees

Employee Engagement:

- Responsible for designing local level employee engagement initiatives and rolling them out.

- Doing branch visits & conduct townhall meetings with employees on regular basis.

- Regular branch visit and meeting with constituents.

- Driving 100% participations for various surveys such as GALLUP/PULSE etc.

MIS:

- Required to maintain various HR MIS related to Hiring/Sourcing/Funnel/Employee engagement/attrition etc.

- Publishing HR dashboards and attrition analysis data to business stakeholders.

Query and Grievance Management:

- As HR SPOC, responsible for managing employee related queries and their resolution.

- Ensuring proactive employee communication on process and policies.

- Handling of employee grievances and taking proactive steps to ensure local level resolution of grievances.

- Track employee escalations and take proactive steps to control escalations.

Exit Management:

- Keeping track of all exits happening within the zone

- Conducting exit interviews and doing attrition analysis.

- Timely inputs to HR Ops team for Stop salary and processing of F&F Settlement.

Measures of Success:

- Recruitment and Selection- 90% of planned year headcount on Plan Vs Actual.

- On Boarding- Compliance scores as published by the HR-Compliance Teams. 90% on Compliance Scores

- Timely generation of Emp Codes and Appointment letters: 95%

- BV Initiation: 100% cases initiated on time.

- Employee Engagement: No of employee engagement activities successfully launched.

- Improvement in GALLUP scores.

- Grievance Handling: Should be lower than the country average.

- Timely resolution of employee grievances with minimum escalations.

- MIS- Timely updation of all HR MIS

- Exit Management- HR Compliance scores-95%

Minimum/Specific Experience/Qualification:

- Should have a PG Qualification in Human Resources from a good institute

- 8-9 Years of experience in Generalist/Business HR role

- Should have managed an employee population of 200-300 people

- Should have managed large scale recruitments

- Should be mobile and willing to travel

- Should have good communication and inter personal skills

- Strong knowledge of MS-Excel and various HR MIS reports