operations of the HR department for three branches.
Classification and Compensation - Advise internal clients on classification needs and staffing requirements with a broad understanding of both short- and long-term goals of unit management.
- Consult with leadership on developing organisational structures that enhance effectiveness and reduce administrative costs within the work unit.
- Consult with managers and supervisors on writing and developing job descriptions to meet staffing needs.
- Plan and oversee local compensation plans and philosophies.
- Provide consultation on salary administration and recommend appropriate salary actions.
Employee Relations, Diversity and EEO
- Serve as a local resource on employee relations issues and concerns and partner closely with central units such as OHR Employee and Management Relations and the Equal Employment Opportunity (EEO) Office in addressing specific complaints and concerns.
- Conduct employees conduct investigations independently and in partnership with applicable University central offices as appropriate.
- Attending employee grievances
- Oversee and manage employee separations within the work unit and coordinate applicable employee exit (offboarding) activities.
- Consult with managers on implementing appropriate performance management procedures.
- Provide leadership and guidance to management to promote and advance
- diversity efforts within the unit and to assure equal opportunity in all hiring, promotion, and related HR decision making.
- Resolving employees query about their salary details / PF deductions/ PF
- registrations/ ESI deductions / ESI Registrations / Professional training course deductions.
- Resolving employees query about their leaves & attendance.
Benefits and Leave Administration - Assist employees in addressing questions or issues regarding benefits, time reporting, or leave issues in consultation with appropriate specialists in the applicable University central offices.
- Assure that key benefits and payroll information is appropriately disseminated within the work unit when requested by University central offices.
- Provide oversight of time reporting practices and business processes within the work unit to assure accuracy and timeliness.
- Policy, Planning and Process Improvement Develop, plan, and implement human resources policies, procedures, and best practices for the work unit including for HR Facilitators in subordinate units.
- Collaborate with University Central Offices in implementing new business processes within the unit and suggest opportunities for improvement or change.
- Actively participate in University-level committees or working groups focused on HR service delivery, business systems, and business process improvement.
- Explaining organization policies and terms to the final round candidates and taking confirmation from the candidate on their offer.
- Auditing the existing employee data with full details and updating them on a regular basis.
- HR reporting, data management and systems
- Assuring that HR transactions are processed in a timely and accurate manner in the
- work unit with attention to data integrity.
- Track and analyze key metrics to monitor customer satisfaction and continuously improve HR service delivery to internal clients.
- Manage access for unit staff to University HR Systems.
- Produce reports and analysis for unit management regarding HR trends andmetrics utilizing relevant institutional or local reporting tools.
- Updating MASTER DATA - New update existing employee data. Coordinating and gathering data with the Admin department to update Activity details.
- Updating HRMIS, New joinees and employees exit details and sharing with process development officers.
- Updating list of employees according to their departments.
Payroll Management - Preparing format of Monthly pay sheets.
- Assigning leaves for staff in MCB.
- Calculating the training fee and making affidavits.
- Analysing and confirming pay sheets for GE (GA, GIC and GIP) and sharing them to the Accounts team for payroll.
- Coordinating with Accounts department fee related concerns of new teachers
Supervision - Provide supervision and oversight of assigned HR and administrative support staff including hiring, coaching, training, work assignments, and managing performance.
- Reconciling Logs with paid days on a date to date basis.
- Overseeing the drafting of Relieving letters/ Experience letters and ensuring it is handed over to the resigned employee.
- Verifying No due formalities and completing the exit formalities and checking the
- F&F.
- Checking the attendance if it is updated and review of all GE staff.
Key Performance Indicators - HR Manager GE
Employee Turnover Rate.
Measure the number or percentage of employees who leave an organization over a specific period of time.
Time to Hire.
Measure the amount of time it takes an organization to fill a job opening from the time it was posted to the time a candidate accepts an offer.
Cost per Hire.
Measure the total cost incurred by an organization to fill a job opening.
Absenteeism Rate.
Measure the number of days an employee is absent from work as a percentage of their total working days to help them evaluate the impact of absenteeism on productivity, identify trends, and develop strategies to reduce absenteeism.
Training and Development.
Training and development is a KPI metric used to measure the effectiveness of an organization's training and development programs to help them evaluate the impact of their investment in employee training and development on employee performance, retention, and overall business success.
Employee Engagement.
Measure the level of employee commitment and emotional connection to their job and the organization they work for because it has a direct impact on employee retention, job satisfaction, productivity, and overall business success.
Employee Satisfaction.
Employee satisfaction is a measure of the extent to which employees are content and fulfilled with their job, work environment, and overall experience in the organization. It is important as it reflects the level of engagement, motivation, and happiness of employees, which can directly impact their performance, productivity, and retention.
Employee Retention.
Employee retention is a measure of the ability of an organization to retain its employees over a specified period of time as it reflects the effectiveness of an organization's efforts in retaining its valuable talent, reducing turnover, and maintaining a stable workforce.
HR to Employee Ratio
HR to Employee Ratio is to measure the ratio of HR personnel to the total number of employees in an organization by providing insights into the efficiency and effectiveness of the HR department's ability to manage and support the workforce.
HR Compliance.
Ensuring that an organization's policies, procedures, and practices comply with relevant laws and regulations.
Avoiding potential legal liabilities that can arise from non-compliance.
Covering a wide range of areas, including employment laws, workplace safety regulations, data privacy, and security, and compensation and benefits.
HR Operations.
Managing employee data management, payroll administration, benefits administration, HR policy development, compliance with employment laws, employee onboarding, employee relations, and HR system management.
