Job Description
Experience from startup company is preferred.
Job Profile Overview of the role:
The role incumbent will have overall responsibility for driving and institutionalizing HR best practices in collaboration with the respective HR Centers of Excellence, Region HR Business Partners and Functional stakeholders. The role incumbent will need to develop deep knowledge of field, core programs, Operations alongside the best contemporary practices in Human Resources Areas of Responsibility:
1. Recruitment Management
• Recruitment Data base Management – To encourage the Employee Referral Scheme.
• Manage the Empaneled Recruitment Agency as per SLA and provide regular updates. Also, evaluate potential new Service Providers.
• Manage the relationship with Job Portals as per SLA and explore better synergy.
2. Talent Acquisition Process
• Responsibility for full recruitment life cycle across all functions as per SOP and TAT.
• Ensure the team implements the Recruitment Plan as per the Annual Operating Plan.
• Ensure the formulation and implementation of a cost effective Recruitment Plan.
• Ensure that the Job Requisition Forms are completed for all positions sourced – New/Replacements.
• Sourcing candidates through Internal Job Postings and evaluating Function/Region Transfer options. • Sourcing candidates across Recruitment Database, Job Portals, Social Media, Employee Referrals, Job Fairs, Campus interviews etc.
• Conducting competency based interviews either through VC/Telephone/In-Person interactions.
• Offer Management including Negotiation, Reference Check, Background Verification and Relationship Management.
• Liaison with the HR Operations/Administration/IT/Learning & Development Team to ensure they are kept informed of all new hires and joining dates and respective inputs.
• Weekly review meetings with function stakeholders
• Recruitment tracker management
• Budget Management
3. Interview Skills Training and Empanelment
• Ensure that all stakeholders are trained on Competency Based Interviews. Coordinate with Learning & Development Team as per requirement.
• Ensure that all positions within the Region have a well-defined Job Description and is relevant.
4.On-boarding & Induction
• Execute the On-boarding process within the organization – Organization, Functional or Region level as per guidelines received from the Learning & Development.
• Conduct skip level meetings and gauge the engagement level of the employee during the on-boarding phase.
5. Function Alignment
• To support HR strategy in implementing various HR Initiatives and keeping all stakeholders informed.
• To support and influence change management to ensure internal HR Transformation.
• To support the delivery for end to end HR Services and standardize processes across the region.
• To support in implementation of PIP (Performance Improvement Plan) for employees on extension of probation/during the year.
• To support and advise the stakeholders on dealing with all Employee Relations matters.
• To manage and conduct all Employee Relations procedures with support from HR Operations on disciplinary, grievance, performance management and redundancies, Internal Complaints Committee, conducting Exit interviews, coordinating the employee’s exit from the firm and tracking status of full & final settlement .
• Process owner for all Record Management pertaining to Employee’s Personnel Files, Attendance Data, Leave Data, Salary payments etc. during the employee lifecycle for the regions. • Ensure the compliance for labor laws as well as under the Shops & Establishment Act, as applicable. .
Job Profile Overview of the role:
The role incumbent will have overall responsibility for driving and institutionalizing HR best practices in collaboration with the respective HR Centers of Excellence, Region HR Business Partners and Functional stakeholders. The role incumbent will need to develop deep knowledge of field, core programs, Operations alongside the best contemporary practices in Human Resources Areas of Responsibility:
1. Recruitment Management
• Recruitment Data base Management – To encourage the Employee Referral Scheme.
• Manage the Empaneled Recruitment Agency as per SLA and provide regular updates. Also, evaluate potential new Service Providers.
• Manage the relationship with Job Portals as per SLA and explore better synergy.
2. Talent Acquisition Process
• Responsibility for full recruitment life cycle across all functions as per SOP and TAT.
• Ensure the team implements the Recruitment Plan as per the Annual Operating Plan.
• Ensure the formulation and implementation of a cost effective Recruitment Plan.
• Ensure that the Job Requisition Forms are completed for all positions sourced – New/Replacements.
• Sourcing candidates through Internal Job Postings and evaluating Function/Region Transfer options. • Sourcing candidates across Recruitment Database, Job Portals, Social Media, Employee Referrals, Job Fairs, Campus interviews etc.
• Conducting competency based interviews either through VC/Telephone/In-Person interactions.
• Offer Management including Negotiation, Reference Check, Background Verification and Relationship Management.
• Liaison with the HR Operations/Administration/IT/Learning & Development Team to ensure they are kept informed of all new hires and joining dates and respective inputs.
• Weekly review meetings with function stakeholders
• Recruitment tracker management
• Budget Management
3. Interview Skills Training and Empanelment
• Ensure that all stakeholders are trained on Competency Based Interviews. Coordinate with Learning & Development Team as per requirement.
• Ensure that all positions within the Region have a well-defined Job Description and is relevant.
4.On-boarding & Induction
• Execute the On-boarding process within the organization – Organization, Functional or Region level as per guidelines received from the Learning & Development.
• Conduct skip level meetings and gauge the engagement level of the employee during the on-boarding phase.
5. Function Alignment
• To support HR strategy in implementing various HR Initiatives and keeping all stakeholders informed.
• To support and influence change management to ensure internal HR Transformation.
• To support the delivery for end to end HR Services and standardize processes across the region.
• To support in implementation of PIP (Performance Improvement Plan) for employees on extension of probation/during the year.
• To support and advise the stakeholders on dealing with all Employee Relations matters.
• To manage and conduct all Employee Relations procedures with support from HR Operations on disciplinary, grievance, performance management and redundancies, Internal Complaints Committee, conducting Exit interviews, coordinating the employee’s exit from the firm and tracking status of full & final settlement .
• Process owner for all Record Management pertaining to Employee’s Personnel Files, Attendance Data, Leave Data, Salary payments etc. during the employee lifecycle for the regions. • Ensure the compliance for labor laws as well as under the Shops & Establishment Act, as applicable. .
💡 Quick Summary
Seeking a career-building opportunity? The Assistant Manager Human Resources position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Gurgaon offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
