Swiss Beauty - DGM - Human Resources We are looking for an experienced DGM: Human Resources to ensure that all human resources (HR) operations are carried on smoothly and effectively. You will be responsible for developing HR strategies and providing sound advice to senior management on all related subjects. - DGM-HRs are tasked with overseeing HR systems, handling employee relations, ensuring compliance with regulations, managing budgets, assessing staffing needs, hiring employees, designing training programs, and developing compensation plans. - The ideal candidate for this role should possess a high work ethic, excellent communication skills, knowledge of labor regulations and HR practices, strategic thinking abilities, strong organizational skills, and excellent interpersonal skills. The exceptional DGM-HR should improve HR processes, implement strategies that support business growth, improve morale and employee retention, enhance safety and wellness, strengthen relations between staff and employers, manage job satisfaction, attract the best recruits, and promote the organization's values. Primary Objectives of the DGM-HR - Safety of the workforce. - Development of a superior workforce. - Development of the Human Resources department. - Development of an employee-oriented company culture that emphasizes quality, continuous improvement, and high performance. - Personal ongoing development. Development of the Human Resources Department - Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies. - Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff. - Develops and monitors an annual budget that includes Human Resources services, employee recognition, and administration. - Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. - Establishes departmental measurements that support the accomplishment of the company's strategic goals. - Participates in executive, management, and company staff meetings and attends other meetings and seminars. - With the CEO and CFO, annually plans the company's philanthropic and charitable giving. Training and Development - Defines all Human Resources training programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. - Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs. - Establishes an in-house employee training system that addresses company training needs including training needs assessment, new employee orientation or onboarding, management development, production cross-training, the measurement of training impact, and training transfer. Employment - Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. - Interviews management- and executive-level candidates; serves as an interviewer for position finalists. Employee Relations - Formulates and recommends Human Resources policies and objectives for the company with regard to employee relations. - Partners with management to communicate Human Resources policies, procedures, programs and laws. - Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. - Conducts investigations when employee complaints or concerns are brought forth. - Monitors and advises managers and supervisors in the progressive discipline system of the company. Monitors the implementation of a performance improvement process with non-performing employees. - Reviews, guides, and approves management recommendations for employment terminations. - Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data. - Reviews employee appeals through the company complaint procedure. Compensation - Establishes the company wage and salary structure, pay policies, and oversees the variable pay systems within the company including bonuses and raises. - Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. - Monitors all pay practices and systems for effectiveness and cost containment. - Leads participation in at least one salary survey per year. Benefits - With the assistance of the CFO, obtains cost-effective, employee serving benefits; monitors national benefits environment for options and cost savings. - Leads the development of benefit orientations and other benefits training. - Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Law - Leads company compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits. - Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the company employment law attorney and outside government agencies. - Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Organization Development - Designs and directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. - Manages employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. - Directs a process of organizational planning that evaluates company structure, job design, and personnel forecasting throughout the company. Evaluates plans and changes to plans. Makes recommendations to executive management. - Identifies and monitors the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction's culture so that it supports the attainment of the company's goals and promotes employee satisfaction. - Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization. - Manages the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees. - Keeps the CEO and the executive team informed of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately at the line management level. Education and Experience : - Bachelors degree in Human Resources, Business Administration, or related field required; Masters degree preferred. - At least eight years of human resource management experience required.

Delhi

Swiss Beauty - Deputy General Manager - Human Resources 

Swiss Beauty - Deputy General Manager - Human Resources  ,Job Description for Swiss Beauty - Deputy General Manager - Human Resources  in Swiss Beauty Cosmetics Pvt. Ltd. in  Delhi for (8-15) years of experience. Apply Now!

Job Description for Swiss Beauty - Deputy General Manager - Human Resources  in Swiss Beauty Cosmetics Pvt. Ltd. in  Delhi for (8-15) years of experience. Apply Now!