Internal communications specialist

Job brief:

HR Manager responsibilities include creating and applying Company policies and creating and managing HR systems/processes that lead to enhancing of Employee competencies and retention. To be successful in this role, extensive HR experience in senior roles and good knowledge of Human Resources Management tools is required.

Location:

Based at Vadodara, provide leadership for both Vadodara and Bangalore site HR, and any future sites that Company may add. Additionally, contribution to and coordination with Company s global locations in USA.

Responsibilities:

• Administrative Support
• Office Management
• Human Resources Coordinator
• Event/Meeting Preparation
• File & Document Management
• Payroll Processing
• Policy & Procedure/SOP Development
• Employee Training
• HR Process and Operations Management
• Organization Design
• Recruitment and Staffing
• On-boarding and New Hire Orientation
• Performance Management
• Compensation and Benefits
• Talent Management and Development
• Training and Development
• Leadership Development
• Succession Planning

Policy and procedure development:

• Develops new and revised policies, procedures, process maps and forms for all functional areas that are well-written, and which accurately reflect the proper level of detail.
• Performs the ongoing management of policy recommendations and procedure documentation which includes adhering to a change management process, obtaining approvals for proposed policy changes, publishing approved documentation in proper portals, and maintaining published document version archives.
• Collaborates training of employees on new/updated policies and procedures to ensure consistency across the departments.

Office Management

• Ensures the office runs smoothly on a daily basis including managing employees, supplies, maintenance, and equipment.
• Processes new employees, including on-boarding, orientation and training.
• Provides employee assistance with changes in benefits and personal preferences.
• Processes reviews, evaluations and pay changes for employees as requested.

Human Resource Coordinator:

• Assists proper explanation of human resources policies and procedures to all employees.
• Answers employee questions during the entrance and exit interview processes.
• Helps training and development staff with all aspects of training coordination.
• Assists customer service with inbound and outbound calls regarding all HR inquiries.
• Resolves personnel issues regarding human resources matters needing clarification, submissions and corrections.
• Ensure Safety and healthy working conditions for employees within the unit.

Administrative Coordinator:

• Manages correspondence, projects, special assignments, calendar, and communications.
• Develops new employee programs, standard operating procedures for department.
• Develops Customer Service Manual and centralized filing system for reporting and licensure.
• Designs electronic file systems and maintained electronic and paper files.
• Recruiting/Retention
• Onboarding & Off-boarding
• Workforce & Succession Planning
• Employee Engagement & Relations
• Training and development
• Employee relations and requests
• Compensation, Benefits, Rewards
• Regulatory compliance
• Performance Management

Recruitment/On-boarding/New Hire orientation

• Owns and manages Company/functional organogram, working closely with Function Heads
• Work in coordination with Function Heads to determine the company s staffing needs to achieve Company objectives.
• Promptly corresponds to applicants and coordinates and conducts interviews.
• Hires employees and initiates new hire paperwork process.
• Follows up with applicants sources via industry-specific pipelines, events and job affairs.
• Leverages social media platforms and online job boards to advertise open positions and engage with potential candidates.
• Generates specific candidate pool for career opportunities through strategic placement of advertisements, evaluation of applicant credentials, and conducting initial interviews and pre-screening assessments.
• Supports management in developing and implementing personnel policies and procedures.
• Supports programs by preparing worksheets, gathering communication materials and coordinating meetings.
• Explains human resources policies, procedures, laws, standards, and regulations to each employee.
• Tracks candidates and pushes for feedback on disqualifications, time-to-fill statistics and other variables.
• Tracks key dates and deadlines and maintains specific personnel lists.

Employee Retention Strategies

• Conducting, recommending, and implementing employee retention strategies
• Employee training, internal promotion opportunities, performance incentives, and improving workplace policies and procedures.
• Finding the Reason for Leaving, resolving the issues, negotiate in better way.
• Hiring the Right Resource
• Employee Motivation
• Reward the Performers
• Internal job opportunities (internal transfer)

HR Budget Management

• Review historical financial performance.
• Analyze real-time performance data for both departmental and organizational expenses, staffing (recruiting, hiring, turn-over), and employee compensation.
• Set more realistic budget.
• Monitor budget s performance in real-time.

Payroll Processing

• Prepare and process bi-weekly payroll for employees according to prescribed guidelines and regulations.
• Calculate employee tax, insurance, and Simple IRA deductions, making adjustments when necessary.
• Make accurate and timely tax, insurance, and Simple IRA deposits for the company.
• Identify, develop, and cultivate productive employee relationships to ensure timesheet inaccuracies are resolved.
• Adhere to payroll guidelines, whereas the submission of employee information is accurate and up to date.
• Establish a process for collecting, reporting, and suggesting changes to ensure that the company is meeting all necessary payroll functions as required by law.

Performance Assessment

• Design very clear and transparent appraisal process and ensure a smooth implementation of the appraisal process.
• Provide proper training to employees so that they take the entire process of performance appraisal gracefully and sportingly.
• Call employees on a common platform and make them understand the importance of appraisal process and how would it help them in their respective careers.
• The HR team needs to sit with the reviewing authorities to ensure appraisals are done on time and only the deserving employees get the benefits.
• Guide managers and supervisors so that a fair appraisal is done and no deserving employee is at loss.
• Hand over the increment letters or review reports after appraisal. Make sure the letter is handed only to the employee concerned and not to anyone else.
• HR professionals need to ensure employees are satisfied with the appraisal process.
• Collect feedbacks from employees as to what they feel about their appraisal and whether they are satisfied or not.
• Managing Disciplinary issues with clear Employee communications, root causes and follow ups.

Improvement plan

• Works with managers, supervisors and Corporate Compensation on the development or improvement of job descriptions to ensure job descriptions are an accurate reflection of job responsibilities and qualifications.
• Track key HR metrics like cost per hire and retention rates.
• Develop and manage HR processes, procedures and management systems in line with operational needs.
• Focus on people, not paperwork.
• Improve visibility and control.
• Better HR processes for everyone