Internal communications specialist

Jobbrief:

HR Managerresponsibilities include creating and applying Company policies andcreating and managing HR systems/processes that lead to enhancingof Employee competencies and retention. To be successful in thisrole, extensive HR experience in senior roles and good knowledge ofHuman Resources Management tools is required.

Location:

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

Responsibilities:

• Administrative Support
• Office Management
• HumanResources Coordinator
• Event/MeetingPreparation
• File & Document Management
• Payroll Processing
• Policy& Procedure/SOP Development
• EmployeeTraining
• 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 proceduredevelopment:

• Developsnew and revised policies, procedures, process maps and forms forall functional areas that are well-written, and which accuratelyreflect the proper level of detail.
• Performsthe ongoing management of policy recommendations and proceduredocumentation which includes adhering to a change managementprocess, obtaining approvals for proposed policy changes,publishing approved documentation in proper portals, andmaintaining published document version archives.
• Collaborates training of employees onnew/updated policies and procedures to ensure consistency acrossthe departments.

Office Management

• Ensures the office runs smoothly on a dailybasis including managing employees, supplies, maintenance, andequipment.
• Processes new employees, includingon-boarding, orientation and training.
• Provides employee assistance with changes inbenefits and personal preferences.
• Processesreviews, evaluations and pay changes for employees as requested.

Human ResourceCoordinator:

• Assistsproper explanation of human resources policies and procedures toall employees.
• Answers employee questionsduring the entrance and exit interview processes.
• Helps training and development staff with allaspects of training coordination.
• Assistscustomer service with inbound and outbound calls regarding all HRinquiries.
• Resolves personnel issues regardinghuman resources matters needing clarification, submissions andcorrections.
• Ensure Safety and healthy workingconditions for employees within the unit.

AdministrativeCoordinator:

• Managescorrespondence, projects, special assignments, calendar, andcommunications.
• Develops new employeeprograms, standard operating procedures for department.
• Develops Customer Service Manual andcentralized filing system for reporting and licensure.
• Designs electronic file systems and maintainedelectronic 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 Hireorientation

• Owns andmanages Company/functional organogram, working closely withFunction Heads
• Work in coordination withFunction Heads to determine the company s staffing needs to achieveCompany objectives.
• Promptly corresponds toapplicants and coordinates and conducts interviews.
• Hires employees and initiates new hirepaperwork process.
• Follows up with applicantssources via industry-specific pipelines, events and job affairs.
• Leverages social media platforms and onlinejob boards to advertise open positions and engage with potentialcandidates.
• Generates specific candidate poolfor career opportunities through strategic placement ofadvertisements, evaluation of applicant credentials, and conductinginitial interviews and pre-screening assessments.
• Supports management in developing andimplementing 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 ondisqualifications, time-to-fill statistics and other variables.
• Tracks key dates and deadlines and maintainsspecific personnel lists.

Employee Retention Strategies

• Conducting,recommending, and implementing employee retention strategies
• Employee training, internal promotionopportunities, performance incentives, and improving workplacepolicies and procedures.
• Finding the Reasonfor Leaving, resolving the issues, negotiate in better way.
• Hiring the Right Resource
• Employee Motivation
• Reward the Performers
• Internal jobopportunities (internal transfer)

HR BudgetManagement

• Reviewhistorical financial performance.
• Analyzereal-time performance data for both departmental and organizationalexpenses, staffing (recruiting, hiring, turn-over), and employeecompensation.
• Set more realistic budget.
• Monitor budget s performance in real-time.

PayrollProcessing

• Prepare andprocess bi-weekly payroll for employees according to prescribedguidelines and regulations.
• Calculate employeetax, insurance, and Simple IRA deductions, making adjustments whennecessary.
• Make accurate and timely tax,insurance, and Simple IRA deposits for the company.
• Identify, develop, and cultivate productiveemployee relationships to ensure timesheet inaccuracies areresolved.
• Adhere to payroll guidelines,whereas the submission of employee information is accurate and upto date.
• Establish a process for collecting,reporting, and suggesting changes to ensure that the company ismeeting all necessary payroll functions as required by law.

PerformanceAssessment

• Design veryclear and transparent appraisal process and ensure a smoothimplementation of the appraisal process.
• Provide proper training to employees so thatthey take the entire process of performance appraisal gracefullyand sportingly.
• Call employees on a commonplatform and make them understand the importance of appraisalprocess and how would it help them in their respective careers.
• The HR team needs to sit with the reviewingauthorities to ensure appraisals are done on time and only thedeserving employees get the benefits.
• Guidemanagers and supervisors so that a fair appraisal is done and nodeserving employee is at loss.
• Hand over theincrement letters or review reports after appraisal. Make sure theletter is handed only to the employee concerned and not to anyoneelse.
• HR professionals need to ensureemployees are satisfied with the appraisal process.
• Collect feedbacks from employees as to whatthey feel about their appraisal and whether they are satisfied ornot.
• Managing Disciplinary issues with clearEmployee communications, root causes and follow ups.

Improvementplan

• Works withmanagers, supervisors and Corporate Compensation on the developmentor improvement of job descriptions to ensure job descriptions arean accurate reflection of job responsibilities andqualifications.
• Track key HR metrics like costper hire and retention rates.
• Develop andmanage HR processes, procedures and management systems in line withoperational needs.
• Focus on people, notpaperwork.
• Improve visibility andcontrol.
• Better HR processes foreveryone