Sr Human Resource Manager

Responsible to develop and implement the Recruitment, Training & PMS
strategy & Plan for LP Group ensuring that the organization has all the
necessary resources to realize its business plans in the short, medium, and
long term and that the staff is motivated and competitively rewarded for
their contribution

Role and Responsibilities

Strategy :
Develop and implement an integrated people strategy / human resources strategy and delivery framework aligned to the overall organization business strategy.
Work out plans to convert organization into performance based work culture through people management approach.
Continuously keep abreast of the business strategy at LP Group and the organization s objectives to ensure that the optimal organization structure is in place to support them.

Talent Acquisition & Management :
Ensure that manpower planning exercise is in line with the business goals and annual operating plan of the organization
Conceptualize and ensure implementation of recruitment strategy, to launch new initiatives to help in quick and cost effective sourcing
Manage manpower cost vis a vis profitability of the organization, ensure most competitive resources are attracted in the budgeted cost
Drive new hire integration, learning, skill, career development programs for the organization
Design and develop succession planning for a seamless transition of the company s leadership from generation to generation
Proactively ensure development of second line leaders and empowerment, transparency in organization Pan India Basis
Performance Management and Rewards & Recognition System
Develop and communicate performance management philosophy, structure, programs, tools and timelines across the organization
Ensure development of Individual JDs/ KPA S and KPI s for the year for all employees and for new joinees at the time of joining to issue with appointment letter.
Implementation of employee and team recognition programs

Compensation & Benefits Strategy :

Overview the compensation and benefits function, including developing and implementing
appropriate compensation and reward strategies / structure / mechanism, conducting external
benchmarking exercises, recommending relevant changes to the compensation policies and
practices, and administration of compensation and benefits in the group .
Constantly evaluate the effectiveness of overall compensation as also various incentive,
Reward and Recognition Retention plans and modify wherever necessary
Attrition and Employee Retention :
Design proactive retention strategies to ensure attrition for top talent is at the minimum

Change and Communication : Impement , direct and ensure timely and correct implementation of new policies and procedures
which are in line with the business goals
Develop open and transparent communication channels in the organization and ensure translation of policies and procedures to the last level
Design and ensure internalization of culture and values across the organization

Grievance Management : Respond to and resolve difficult and sensitive employee inquiries and complaints
Coordinate with Branches for gauging the nature of issues and identifying solutions for issue resolution in consultation with location / HO In charge of respective branches

People Management :
Ensure proactive communication with senior management on the performance and development of employees
Create an empowered and enjoyable workplace, and performance based culture , stay abreast with the latest in human resources globally and implementing the best people management practices
Responsible for critical interfacing internally with all departments and functions

Miscellaneous :
Develop subordinates, Appraise Performance of subordinates, initiate disciplinary action wherever necessary, etc.
To keep professional contact with Management/ Professional associations.
Identify areas of cost reduction for and carry out Recruitment and Training in cost effective manner.
Ensure maintenance of record of Books, Files, etc. depending upon usage. List of such filing/ records shall be prepared in order of convenient identification. To give instructions to all staff to be highly proficient in maintaining them upto date
As Manager - Business H. R to carry out such jobs and other connected or incidental jobs, which are necessary due to exigencies of companies work and business requirements. Also to carry out such jobs that are within capabilities and/ or work in any other post which may be temporarily assigned.

Key Working Relationships

• Internal Purpose
  Directors MD Recruitment Planning & Employee grievances
  HODs Manpower Planning , Staffing Training Grievances support and organization wise policy framing Employees
  Communication

• Grievance and issue resolution
  Culture building
  Cascade of HR policies and systems
  External Purpose
  External consultants Benchmarking, Best Practices & custom solutions keep abreast of the latest developments in the industry and Knowledge gathering Trainer Employees Training and Development Vendors
  HR delivery support
  Recruitment
  Training
  Conferences Institute
  Brand Building
  Campus recruitment

  Key Responsibility Areas & Performance Indicators
  KRA Performance Indicators
  Effectiveness
  Number of training programs scheduled
  Effective implementation of the performance management system and Career growth plans
  Efficiently Manage recruitment Cost
  HR Initiatives No. of new HR initiatives introduced during the year
  Core Responsibilities & Performance Indicators
  Core Responsibilities Performance Indicators Develop the Recruitment, PMS Strategy an Employee Engagement Plan

• Develop and implement an integrated Recruitment strategy / PMS strategy and delivery framework aligned to the overall organization business strategy
  Plan, direct and coordinate through subordinate managers, the
  Departments work plan

• Manage People Provide leadership, direction and training to human resources & administration team

Qualification & Experience
Educational Qualifications MSW / MBA-HR or Equivalent

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