Senior HR Manager

Skills and characteristics -

- A leader who values collaboration, compassion, and development of people; with prior experience of steering the people practice for a mid-sized firm (preferably with an international presence)

- A strategic and innovative thinker who is able to translate business strategy into operational and project plans, as well as a highly engaging people strategy In-depth knowledge of HR functions (talent management, performance management, branding, compensation benefits, Learning & Development, labor laws, and statutory compliances) Holds strong interpersonal relationships and connections in the HR industry

- Ability to work closely with other senior management in India and US

- An ideal candidate should have 5-7 years of relevant experience

Responsibilities -

Vision and Planning

- Partners with the leadership team to understand and translate the organization's business strategy into a structured people strategy to make working at Kingfish an outstanding experience Responsible for cultivating an environment that enables a fast-growing organization to scale excellent performance consistently

- Establishes best in class practices that enable us to scale covering attraction, recruitment, performance management, employee engagement, talent management, and organizational change and development

Talent Management -

Designs recruitment strategies and provides direction to the recruiting team to meet goals

a. Establishes best practices that give us an edge in hiring

b. Creates solid metrics; visibility into the cost of hiring and time to hire Creates a positive employer brand and awareness in the recruitment market Designs strategies to retain employees

c. Analyses attrition to identify causes, reduce unplanned attrition, and increase retention

d. Addresses issues by working in tandem with managers/supervisors to develop proactive strategies

Performance management -

- Ensures that our compensation philosophy and performance management processes drive high performance and engagement by:

a. Designing and conducting regular reviews of the appraisal process o Being closely involved in cases of low performance

b. Optimizes employee compensation and benefits programs to ensure market competitiveness to reflect our values Career Development: Works with leadership to design organizational structures and career paths that improve operations and create new growth opportunities Talent Development:

c. Identifies opportunities to develop new competencies within the team thus improving capabilities at all levels of the organization Identifies growth opportunities for maturing employees and creates efficient succession and contingency plans

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