HR Executive

Kaabil; Mumbai; On-site; INR 800,000 - 1,200,000; Full time

Job summary

A prominent company in Human Resources is looking for a qualified individual to lead their Talent Acquisition and HR functions. This role involves formulating recruitment strategies, managing performance appraisals, and driving employee engagement initiatives. The ideal candidate will have robust experience in recruitment, training and development, and performance management, ensuring alignment with organizational goals. This position is crucial for fostering a productive work environment and aiding in employee retention.

Qualifications

• Experience in end-to-end recruitment processes, including sourcing and onboarding.
• Strong background in performance appraisal management and employee engagement.
• Ability to develop and manage training programs.

Responsibilities

• Formulate manpower budgets and forecast staffing needs.
• Monitor the recruitment cycle from application to onboarding.
• Manage performance reviews and employee engagement activities.
• Identify training needs and develop targeted training programs.
• Oversee exit procedures and analyze employee departures.

Skills

Manpower budgeting

Performance management

Employee engagement

Training and development

Recruitment lifecycle management

Data analysis and MIS reporting

Education

Bachelor's degree in Human Resources or related field

Job description

TALENT ACQUSITION/RECRUITMENT

• Formulating strategies, Manpower budgets and forecasting with consultation with HOD and Regional Manager.
• Monitoring the entire recruitment life cycle right from inviting applications, interviewing and selection within the given timeline.
• Managing Sourcing, selecting, coordinating and taking interviews, rolling out offer letters, on‑boarding and induction program.
• Managing recruitment team and vendors/consultants.
• Managing Background checks.
• Maintaining MIS Reports on weekly and monthly basis for the management review.

PERFORMANCE/APPRAISAL MANAGEMENT

• Initiate 180 degrees performance management for all PAN India employees.
• Assisted in defining measurable KRA & KPI’s and goal setting in consultation with HOD & Regional Managers.
• Calibration of ratings and sharing final ratings with HOD for feedback and final ratings for the Performance Assessment Cycle.
• Evaluation of Rating, coordination for One-to-One feedbacks, annual revision of Salaries, Increment plan in line with the budget, Analysis for Internal Parity, Verification of Promotion recommendation on Company Policy and other criteria’s, MIS and related activities.
• In case of poor performance, proper communication to be established with employee and PIP to draw for further documentation.

EMPLOYEE ENGAGEMENT

• Involved with employees at every stage of their careers through Employee Connect Program and other Employee Engagement activities.
• Initiated the festival celebrations and Driving Fun @ work activities.

TRAINING AND DEVELOPMENT

• Identify and assess the training needs of the organization through job analysis, career paths and consultation with managers.
• Develop individualized and group training programs that address specific business needs.
• Develop training manuals that target tangible results.
• Implement effective and purposeful training methods.
• Effectively manage the training budget.
• Evaluate organizational performance to ensure that training is meeting business needs and improving performance.
• Assess employees’ skills, performance and productivity to identify areas of improvement.
• Drive brand values and philosophy through all training and development activities.
• Effectively communicate with team members, trainers and management.
• Create a curriculum to facilitate strategic training based on the organizations goals.
• Select and manage resources, including working with both internal employees and training vendors to develop and deliver training.
• Manage the technologies and technical personnel required to develop, manage and deliver training.
• Keep abreast of training trends, developments and best practices.

SEPARATION & EXITS

• Monitoring exit procedures to better retain key employees.
• Analyzing unprecedented exits.