GM HR and ADMIN - Mumbai, India - Naman Group

Description

Administrative:1)Payroll processing and leavemanagement Leave and AttendanceManagement prevailing as per statutory requirements. Generate Payroll and fulfil statutorycompliances. 2)Labour Compliances Ensure compliance of labour laws forinternal employees. Ensure compliance asprincipal employers for labourers of external contractors inconsultation With the external labourconsultants. 3)Administration and HR vendor billprocessing Use the internal ERP to check thevendor bills and approve the same forpayment. Approve and create an MIS forpresenting the comparison of the various expenses to be sent to TheManagement. 4)HR Admin and IT policyimplementation Revisit the SOPs and updatethem. Ensure implementation of the laid downSOPs. Preparation of various policies as perrequirements of management.Strategic:5)Role clarity for each person in theorganisation Ensure each employee has a clearly definedRole. Sit with HoDs and create SMART roles /revisit the already defined roles and alignthem. Create KRAs and KPIs for all roles inconsultation with the HoDs.6) PMS implementation andmonitoring In collaboration with the Management create a robustPMS. Implement the PMS in order to drive theperformance Evaluation. Create a goaldrivenorganisation. Maintain developmentprogrammes. 7)Competency mapping of each role and assessing thegaps Design the model for competencymapping. Evaluate the gaps in order todevelop the employee competencies.8) Planning and implementation oftraining calendar Createinterventions for each role and consolidatingthem. Implement the talent developmentcalendar. Post effectiveness of theinterventions to be presented to the Management. Develop Training plans as per the trainingneed analysis. 9)Reward and recognition and employee engagementprogrammes Build a strong Reward andRecognition Program. Create employeeengagement plan in order to have better engagement levels of theemployees. Design employee engagementsurveys to understand the pulse of the organisation and submit theMIS to the Management.10) Formalisation and protection ofcompany culture Setting of culture in the company inalignment with the Management policies.11) People issue management andconflict resolution Identify issues and categorisethe same. Manage interdepartmental wellbeingand smooth operations of cross functionalteams Bridge Management and employeerelation by addressing Grievances and otherissues. 12) Organisation wide SOPcompliance and formalisation of a reviewmechanism Conduct and manage theorganisationwide reviews across variousdepartments Ensure compliance of all theSOPs across teams Raise the red flag to theManagement on any noncompliance13) Talent acquisition and onboarding Ensure prompt response ofmanpower requirement. Initiate costeffective recruitment strategies to acquire the correctpeople. Manage the recruitment and selectionprocess. Creation of talent pipeline in linewith future business need by development engagement motivation andpreservation of Human Capital.SoftSkills:

• Must havedetailed domain knowledge of HR practices and labourlaws.
• HR Metrics to be prepared as per therequirements
• Strong network within the HRfraternity.
• Exposure to working with the TopManagement.
• Passionate targetdriven andselfmotivated person.
• Have excellentcommunication negotiation and presentation skills.
• Must be confident and have excellent commandover the language.

Must be a teamplayer

management,compliance,employeeengagement