HR Manager

Job Description

Job Description for

Manager HRM

Document Number

NAYA-HR-HR-JD-06

Version / Revision

01 / 01

Date

20 / AUG / 2020

Prepared by

System Coordinator

Reviewed by

Area Manager

Approved by

HOD

JD reviewed as part of the HR Process Effectiveness Project in December 2022

AMENDMENT DETAILS

AmendmentDiscardInsertNotes on Amendments

No

Date

dd.mm.yyyy

DetailsRevNo.DetailsRev No.

1 20.08.2018 Old Procedure 00 Revised Procedure NAYA-HR-HR-JD-06 01.00 Organizational Change Requirement

2 20.08.2020 NAYA-HR-HR-JD-06 01.00 NAYA-HR-HR-JD-06 01.01 Included updated requirements of ISO

• JOB PURPOSE
  
  

To identify and attract the best talent within the industry to position the right personnal at the right slot for smooth functioning of all the departments.

• ORGANISATIONAL CHART
• ACCOUNTABILITIES & RESPONSIBILITIES
  
  

Accountabilities


ACTIVITIES

QUALITY MANAGEMENT SYSTEM

TEAM MANAGEMENT: To interact and perform as a team along with other colleagues (facilitators) to understand the criticality of the vacant positions so that the recruitment is prioritised.

• To define the role clarity for all the positions
• To support to define the performance contract for the identified positions & conduct Reviews, recognize & reward based on the performance
• Initiate development activities to enhance the skill levels
  
  

PLANNING & BUDGETING


To plan the recruitment related activities in such a manner that all vacant positions are filled in the stipulated time period. Recruitment at all levels should be performed in accordance with the Recruitment Budget Authority:-

• To ensure that all the hiring are in line with the existing salary bands and within the recruitment budget approved at the beginning of the year.
• To ensure that majority of the recruitment needs to be done through our internal referral scheme- Aspire
• Least % of recruitment through external consultancies
  
  

SYSTEMS,POLICIES & PROCEDURES


To assist in implementing systems, policies and procedures related to recruitment for the smooth functioningof the department andready availability of the candidates. Authority:-

• To maintain a proper salary comparison of any new recruits vis- -vis our existing employees
• To ensure that proper approval is in place before recruiting for any new requirement.
• All prospective candidates should be validated through an external agency in respect to their behavioral skills before the offers are issued. This has to be done in consultation with TA team.
  
  

MANAGEMENT: To ensure achievement of targeted outcomes as efficiently as possible while at all times complying with recruitment process and procedures. Authority:-

• Responsible for identifying and keeping warm candidates for key positions and review every month
• On Boarding: To continuously keep in touch with new Joinees and updating him/her about company's progress/initiatives. Guide them in case of requirement for filling up Joining Kit in Soft copy and receive it before they join. Making arrangement of guest house, local transportation in order to have smooth settlement of new joinees. Guide the new joinees about the claiming of joining expenses i.e. submission of quotations from three different transporters, eligibility for travelling & shifting expenses etc.
• Separation: To ensure smooth separation of the employees & comply with the separation process viz. deactivating email, exit interview, completion of clearance certificate, receipt of ICARD, PPE, sim card & coordinate for F&F ensuring recoveries w.r.t. Notice period, bond amount, Incentive etc. Talent Acquisition: To coordinate with the recruiter for timely filling up of vacancies & also participate interviews including walk in interviews.
  
  

MIS:-


To analyse and prepare various levels of MIS related to recruitment to enable the management to take timely decision. Authority:-

• Daily recruitment tracking sheet.
• Recruitment MIS to be updated periodically.
• To update Org structure in Visio regularly in the HR common folder. Exit Interview Analysis on monthly basis to be presented by 1st week of every month
  
  

COORDINATION-INTERNAL & EXTERNAL Authority:-

• To ensure the waiting time for the interviewing candidates are minimized
  
  

OHSMS


HSEF: Care

To assist in implementing all HSEF procedures and to inject the awareness of the Tenets among all the employees for a safe working environment. Authority:-

• During all interview process, need to judge the safety knowledge among the prospective candidate and to emphasize on the importance of safety in relation to refinery process.
• To ensure all the prospective candidates are complying with our Health norms
  
  

EMSStatutory Compliance: - Ensure compliance towards all environmental legislative requirements. Ensure compliance to company standards laid down if any. . AUTHORITY :-

• To Reduce Generation of Waste.
• Ensure Resource conservation
• Ensure proper handling and disposal of waste generated as per the laid down procedure for waste disposal and handling
  
  

EnMS 50001:2018EnMS ISO 50001:2018 AUTHORITY :-

• Awareness about Energy policy- 50001:2018
• Significant energy uses.
• Energy objectives and Energy Management System.
• KEY CHALLENGES
• Continuous interaction with the people & ensure visibility of HR as a key people function
• To ensure implementation of HR initiatives and periodical reviews.
• KEY DECISIONS
• Decisions made by job holder
• Training need of the team members
• Manpower Planning
• Recommendations to superior:
• Timely MIS for recruitment, key critical vacant positions, Separation, Resignations.
• To recommend action w.r.t. employee's behaviour/misconduct and issue of disciplinary letter
• INTERACTIONS
• Internal Interactions:
• With all department HOD's
• With all employees & contractors.
• With team & Corporate HR.
• External Interactions:
• Nearby Industries HR
• Relieved employees.
• New Joinees, interview candidates.
• DIMENSIONS
  
  

Financial Dimensions

• To adhere salary budget.
• Ensuring cost effectiveness for organizing any event/ activities as per budget.
• Should have a knowledge of Product/Service, quality parameters, environment, Safety and Energy Management
  
  

Team Size: NIL

• SKILLS & KNOWLEDGE
• Educational Qualifications & Certifications:
• MBA in HR
• Diploma in Labour Law (optional).
• Functional Skills:
• Knowledge on HR functions viz. : Talent Acquisition, Talent Management & Development
• Knowledge on statutory compliance
• Behavioural Skills:
• Communication skills, Listening skills
• Customer Focus
• Presentation Skills
• Relevant (Functional/Level) & Total Years of Experience
• 3-7 yrs. of experience in large manufacturing industry.
• Handled recruitment independently.