Job Description
The Role:
The Senior HR Manager will be pivotal in assisting the leadership team to chart the direction of the organization, allowing it to develop and grow in alignment with its vision.
The Senior HR Manager is expected to participate in the implementation of strategies and structure relating to human resources and general HR support of employees in respective areas of responsibility.
This includes the effective management of the Employee Life Cycle as well.
The Senior HR Manager will also serve as a consultative support to the organization's leadership team and program managers by combining strategic and tactical skills with creative execution abilities.
Key responsibilities for the position:
• Collaborate with the leadership team to establish and implement a regional HR strategy to support the regional teams including but not limited to designing, driving, and executing HR initiatives.
• Establish the framework and process of maintaining indepth knowledge of local legal requirements related to daytoday management of employees, reducing legal risks, and ensuring regulatory compliance.
• Oversee all other HR areas including learning & development, performance management, employee relations, staff grievances, disciplinary issues etc.
Recruitment and On-Boarding
• Responsible for management of human resource requirements of the organization to a tune of 200+ people across the geographies.
• Put in place talent strategies to retain, attract and hire candidates who can understand grassroots realities and empathize with the communities. Build a talent hiring pipeline through alternate sources/innovative methods
• Develop and operate a robust talent acquisition process to hire the right talent for the organization, building culture within the workplace to further improve employee experience and engagement.
• Conduct end to end recruitment cycle sourcing, screening, coordinating interviews, salary negotiation, performing reference checks when required.
• Ensure structured and smooth onboarding formalities, induction and orientation of new recruits. Handle and maintain employee database with relevant documentation
• Ensure timely probation reviews , timely issue of confirmation letters, increment letters, promotion letters , ID Cards, laptop and mobile sim, email ID, mediclaim cards all employees.
Capacity building:
• Responsible for understanding the training and capacity building requirements of the individuals as well as teams and plan in accordance to the requirements
• Responsible for analyzing the future needs of the organization from a Human Resource perspective and coming up with required strategies to execute the same.
Performance Management:
• Facilitate and support managers and employees on the annual performance review process and mid check ins (January/June).
• Design the PMS cycle PM planning, training, reviewing and recognition to meet an individual and organization's goals.
• Design the PMS cycle PM planning, training, reviewing and recognition to meet an individual and organization's goals.
• Manage the execution of performance management (Annual & Midyear promotions, feedbacks with timeline adherence).
• Responsible for designing the KRA/KPI for an individual and tracking the same.
Exit & Retention Management
• Conduct exit interviews along with the CFO and facilitate a smooth off boarding process.
• Obtain constructive feedback for the organization and implement corrective measures accordingly.
• Maintain a complete handover and clearance certificate on exit formalities.
• Ensure seamless processing for gratuity, leave encashment, and issue of relieving & experience letters in time.
Who can apply:
• Proven work experience as the HR Manager or other HR Executive preferably at a nonprofit organization and having a demonstrable experience with Human Resources metrics.
• Experience in setting up new systems and strategies, thinking creatively.
• Action oriented problem solver, able to multitask with the ability to work effectively in a fast paced environment and manage multiple priorities.
• Good interpersonal and communication skills, excellent negotiation and presentation skills with the ability to effectively interact with people in a multidisciplinary and multicultural environment.
• Positive attitude & mindset, resilience, selfconfidence, professional credibility, ability to build relationships at every level of the hierarchy within and outside the organization.
• Knowledge of HR systems and databases. Good computer skills in software programs (Excel, Word, PowerPoint Access, etc.)
• Willingness to travel if required.
The Senior HR Manager will be pivotal in assisting the leadership team to chart the direction of the organization, allowing it to develop and grow in alignment with its vision.
The Senior HR Manager is expected to participate in the implementation of strategies and structure relating to human resources and general HR support of employees in respective areas of responsibility.
This includes the effective management of the Employee Life Cycle as well.
The Senior HR Manager will also serve as a consultative support to the organization's leadership team and program managers by combining strategic and tactical skills with creative execution abilities.
Key responsibilities for the position:
• Collaborate with the leadership team to establish and implement a regional HR strategy to support the regional teams including but not limited to designing, driving, and executing HR initiatives.
• Establish the framework and process of maintaining indepth knowledge of local legal requirements related to daytoday management of employees, reducing legal risks, and ensuring regulatory compliance.
• Oversee all other HR areas including learning & development, performance management, employee relations, staff grievances, disciplinary issues etc.
Recruitment and On-Boarding
• Responsible for management of human resource requirements of the organization to a tune of 200+ people across the geographies.
• Put in place talent strategies to retain, attract and hire candidates who can understand grassroots realities and empathize with the communities. Build a talent hiring pipeline through alternate sources/innovative methods
• Develop and operate a robust talent acquisition process to hire the right talent for the organization, building culture within the workplace to further improve employee experience and engagement.
• Conduct end to end recruitment cycle sourcing, screening, coordinating interviews, salary negotiation, performing reference checks when required.
• Ensure structured and smooth onboarding formalities, induction and orientation of new recruits. Handle and maintain employee database with relevant documentation
• Ensure timely probation reviews , timely issue of confirmation letters, increment letters, promotion letters , ID Cards, laptop and mobile sim, email ID, mediclaim cards all employees.
Capacity building:
• Responsible for understanding the training and capacity building requirements of the individuals as well as teams and plan in accordance to the requirements
• Responsible for analyzing the future needs of the organization from a Human Resource perspective and coming up with required strategies to execute the same.
Performance Management:
• Facilitate and support managers and employees on the annual performance review process and mid check ins (January/June).
• Design the PMS cycle PM planning, training, reviewing and recognition to meet an individual and organization's goals.
• Design the PMS cycle PM planning, training, reviewing and recognition to meet an individual and organization's goals.
• Manage the execution of performance management (Annual & Midyear promotions, feedbacks with timeline adherence).
• Responsible for designing the KRA/KPI for an individual and tracking the same.
Exit & Retention Management
• Conduct exit interviews along with the CFO and facilitate a smooth off boarding process.
• Obtain constructive feedback for the organization and implement corrective measures accordingly.
• Maintain a complete handover and clearance certificate on exit formalities.
• Ensure seamless processing for gratuity, leave encashment, and issue of relieving & experience letters in time.
Who can apply:
• Proven work experience as the HR Manager or other HR Executive preferably at a nonprofit organization and having a demonstrable experience with Human Resources metrics.
• Experience in setting up new systems and strategies, thinking creatively.
• Action oriented problem solver, able to multitask with the ability to work effectively in a fast paced environment and manage multiple priorities.
• Good interpersonal and communication skills, excellent negotiation and presentation skills with the ability to effectively interact with people in a multidisciplinary and multicultural environment.
• Positive attitude & mindset, resilience, selfconfidence, professional credibility, ability to build relationships at every level of the hierarchy within and outside the organization.
• Knowledge of HR systems and databases. Good computer skills in software programs (Excel, Word, PowerPoint Access, etc.)
• Willingness to travel if required.
💡 Quick Summary
Seeking a career-building opportunity? The Req| for the post Senior Manager position is now open for candidates interested in the MIS Executive sector. This role in Bengaluru 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 MIS Executive is a plus.
