Senior Manager - Human Resources - Insurance

Senior Manager HR

KEY RESPONSIBILITIES:

- Experience in Sales Hiring is compulsory

Recruitments and Selection:

- Responsible for recruitment and selection of frontline sales/ Operations people.

- 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 Employee Codes and other infra support required.

- Coordination and ensuring attendance for HR Induction and functional induction program.

HR Operations:

- Collection of all pre-joining documents.

- Ensuring proper and complete documentation post selection of candidates.

- Ensuring timely dispatch of Joining KITs to HO.

- Leave and Attendance management for new joinees.

HRIS:

- 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

- Timely exit updation in system.

- Conducting exit interviews of employees and doing attrition analysis.

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

Staffing:

- Manage IJP roll out and closure on system, send regret and congratulatory mails.

- Drive sourcing through Employee referrals and Portals

MDP:

- Responsible for collating the MDP nominations for the Zone.

- Tracking & ensuring 100% adherence to the nomination

- Coordinating Bandhan logistics, nomination etc.

Engagement:

- Design & delivery of people practices basis Yearly Employee Engagement Survey & GPTW findings

- Drive employee connect through formal In-Tune and in-Touch sessions and informal forums

- Customized engagement initiatives for all verticals.

Compensation:

- Ensuring clear differentiation of evaluations and pay basis their performance

Performance Management:

- Proactive Retention; Set up Early warning system for HiPOS

- Focus on retaining top talent and employees with skills critical to business