Head Human Resources and Admin KPOBPO

Job Summary

Develop the HR Strategy and plans in line with business needs; build and enhance HR capabilities and drive implementation of all HR processes initiatives across the organization. Build organisation into a Great Place to Work by creating a vibrant work environment based on the core values.

Key Responsibilities

Develop Vision and HR Strategy :
• Provide inputs to MDs to identify strategy, design principles and support strategy design
• Develop HR strategy in line with organization strategy to create a 3-4 year blueprint in terms of people, cost etc
• Provide inputs for annual business planning process
• Analyze past performance and forecast expenses
• Initiate corrective steps in order to ensure accurate, timely budgeting forecasting
• Prepare and freeze annual HR strategy for the year, as a subset of the 3-4 year blueprint
• Determine the most effective organizational structure to meet business growth plans
• Propose deploy structure post approval in order to ensure the optimum organization structure that drives business growth
• Monitor follow up on implementation in order to achieve long term HR goals of the organization
• Identify and implement a robust HRMS for the organisation

Talent Assessment, Acquisition And Management
• Consolidate manpower plan taking into account the most effective and efficient structure
• Develop and deploy the sourcing strategy and recruitment plan
• Oversee own the recruitment processes in order to meet company's manpower requirements
• Design overall framework for the induction training function in terms of monitoring the training systems design, adherence to budgets and returns on training investments.

Remuneration
• Define compensation philosophy for the organization and determine compensation plans (fixed, incentive and continuity plans)
• Provide inputs to Finance post review of the Monthly Payroll Generation including reporting on variance
• Develop benefit remuneration structures that are in line with market practices and rewards employees
• Oversee Implementation of reward and recognition schemes, communicate new schemes as appropriate with relevant guidelines in order to ensure that talent is appropriately recognized, motivated and developed
• Ensure adherence to Timesheet norms and reporting by all employees

Performance Management
• Monitor the deployment of the Performance Management System
• Identify critical positions suitable candidates for development in order to ensure timely completion of performance management cycle and high quality inputs to the OD systems

HR Operations Employee Relations
• Decide on HR systems to deploy
• Provide feedback on processes enhancements required in order to ensure alignment of HR processes with business objectives
• Ensure that all statutory and compliance requirements are addressed comprehensively
• Advise the top management on welfare related policies and norms such as those involving medical assistance, housing, transportation, educational assistance etc.
• Develop and implement robust and contemporary processes across the employee lifecycle

Compliance And Regulatory
• Identify all applicable statutory compliances
• Ensure ongoing adherence to the above
• Address any gaps/adverse observations on an immediate basis
• Build and sustain positive relationships with key government/external officials

Administration
• Co-ordinate with the Admin Supervisors arrange for completion of Admin work on periodic basis.
• Handle the vendor management proper documentation in relation to admin, asset management etc.

Key Immediate Responsibilities
• Augmenting existing efforts of the organisation in managing the Formal Performance Management System (PMS) together with grade-wise appraisal system Ongoing PMS Monitoring Year-Round Feedback system
• Making sharper the existing KRAs Formal JDs for different hierarchical positions Organisation wide
• Increasing Employee Engagement during WFH and post-pandemic work scenario
• Complete and fully implement the transition to the HRMS Solution (Spine Software + PeopleStrong) with a view to cover the gaps get the Organisation ready for accepting fully the HRMS Solution.
• Talent Mapping Succession Planning for the key talent of the organisation and benchmarking salaries against the market.

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