Manager - HR Naigaon

KEC International

Naigaon, Maharashtra
Permanent
Full-time

16 days ago

ROLE TITLE: Plant HR- Deputy ManagerREPORTS TO:Division Manager- HRLOCATION: NaigaonDATE: 05-04-24JOB PURPOSE:The position exists for conceptualizing and driving HR processes for respective business to attract, retain and develop high-potential talent, manage the entire employee life cycle, contractual labour with the objective of hiring right talent at the right time with the right competencies and creating a high performance work culture with motivated employee force within the limits of the organization's overall HR strategy and operating plan, statutory and local regulatory environment.SCOPEDIRECT REPORTEES1TOTAL MANPOWER SPAN500(Function): HRDIMENSIONS:RRL Customer & TEConsultant & Service ProvidersPosition holderInternal customersExternal customersExternal partnersEmployee / BU/ CorporatePosition HolderKEY RESPONSIBILITIES:

Manpower Planning:

You need to have an eye for talent be able to make fast recruitment, so that the operations of the plant are not compromised in the event of an employee leaving or retiring from the organization. Also work closely with internal stake holders, contractor and Head HR for manpower plannin of contract workmen..

Talent Acquisition and Onboarding:

Run the talent acquisition process for the business; Monitor turn-around time, particularly for critical positions; Participate in initiatives to build desired employer branding in university campus; Conduct interviews for key positions and recommend CTC if required; Monitor critical talent acquisition parameters; Review and publish periodic recruitment dashboards capturing number of open positions, turn-around time to close positions, recruitment costs, etc.; Conduct on boarding orientation for senior employees and track conduct of the program across new joiness; Resolve employee concerns/issues post handoff; Track metrics around new joiners in order to hire right candidates with right skills available ahead of the business curve.

Performance Management:

Review the approach taken by team members to engage with employees across all levels, including connect with remotely based employees; Cascade overall functional goals for team, set up objective goals and conduct periodic performance reviews; enforce team culture, reduce attrition and raise employee productivity; Plan and oversee execution of rewards and recognition programs at plant level in order to have an engaged and motivated workforce and understand levels of engagement.

Employee Life Cycle Management:

To initiate and complete hiring process by identifying the nature of the vacancy, creating a job description, job profile, sourcing, shortlisting, selection of the candidate. Integrate employee with training. To create skill and competency matrices, identification of gaps, implementation of training calendars and achievement of targeted training man hours; Arrange employee engagement activities at plant. Complete separation formalities including exit interviews and separation interviews; Monitor completion of admin formalities of separation; Conduct attrition analysis to understand impact on business in order to establish employee touch point at every stage of the lifecycle.

Admin & Facilities:

Shall be responsible for Facility management, housekeeping, canteen and catering, guest house management, hotels, ground transport, stationery, security, gardening, plumbing etc.; Identify vendors and negotiate on service agreements and commercials; Logistics support for events and visitor management; Authorize facilities/ travel related bills and documents. Ensuring continuous support to staff for smooth operations. Coordination with vendor for continuous support and resolve operational issues of vendor.

Employee Relation

Maintains good communication and positive relationships with employees to promote employee satisfaction. Provides first level support of employee relations matters. Implement company's employee relations program, policies and procedure, resolving work conflicts and grievances and addressing employee-raised issues and concerns. Analyze repeat issues and monitor action plans around chronic cases; Monitor employee engagement initiatives undertaken to improve employee morale. Conduct town halls to share progress on initiative and share matters related to organization updates and HR policy changes.

People Management and Mentoring:

Providing equal opportunities of training and job rotation, and recommending job enlargement and promotions of deserving team members; Communicate regularly with team members to provide organizational /functional updates, resolve conflicts, create intra-functional work groups, etc. in order to have a high performing and motivated team.

Contract Labour Management:

Coordinating with contractor for timely sourcing of manpower. Ensuring contractor complied to labour laws and adhere to company policies and procedure. Manages administration of labor contracts. Advises managers and employees on sensitive labor and employee relations matters, including grievance and arbitration procedures, performance issues and disciplinary actions; advises and assists managers in identifying employee relations issues and determining appropriate course of action.

Improving workplace:

Significant role to play in promoting the organization's culture and in ensuring direct linkages between the company's leadership, business objectives and its employees. The individual employee feels appreciated and valued by the organization. Drive engagement activities at plant and represent committees. Encourage employees to participate and track participation in the Happiness survey

HR-MIS:

To prepare monthly HR reports on absenteeism, overtime, attrition and other related data analysis and presentation.

Learning and Development

To work closely with L&D corporate team and stake holders at plant for upskilling and reskilling operators and staff. To ensure that employees get the training on a regular basis to enhance their skills and work quality.

Identify opportunities to improve HR operations by leveraging digital platforms that uplift HR process and employee satisfaction.

Competencies:- HR functional competence, Communication Skills, Flexible/ Agile, Ability to work in team, Strong Work Ethics, Knowledge of statutory laws and regulations, Proactive. Business Acumen.QUALIFICATIONPost Graduate degree in Human ResourcesEXPERIENCE7-9 years of HR experience for manufacturing company with working knowledge of labour laws and unionsSPECIAL REQUIREMENTS(IF ANY)ESSENTIALDESIRABLEFemale Candidate... DEPT. HEAD FUNCTION HEAD

KEC International

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