Job Description
Job Description Form Job Description Form HR Generalist Nature of Job (Type of employment) Full Time Location Head Office Reports to AGM TD Role HR Generalist Level / Designation Manager /Sr. Manager Skills and Experience Technical competencies for the role (Mention Primary and Secondary skills) Understanding of General human resources policies and procedures, compliance aspects, Employee engagement, employment / labor laws and HR concepts and trends in Manufacturing space and equivalent sectors. Expert in developing and managing employee engagement and employee welfare programs Expert in employee communications such as designing various Connect programs, Skip level engagement etc. Must be aware of Industry best HR practices and share the information to the leadership team periodically to adopt the best. Excellent stakeholder connects, high on energy and collaboration, problem solving aptitude, communication and people skills and desire to work as a team with a result driven approach Expert in HR lifecycle Across all stages of Hire to retire Expertise in employee Communications, employer brand Expertise in HRMS/Digital Platform Experience on HR OD & Talent Development is Added bonus Analytical & data management expertise Behavioral competencies for the role (Mention critical skills) Demonstrated leadership ability Communication in public & private Proactive approach Organizational skills and Attention to detail Influencing and mentoring skills Result orientation Stake holder and relationship management Must have an eye for detail Experience (what type and how much experience are needed) 10 - 12 years Qualification (what certifications, licenses and education level required for the role) MBA in HR from a reputed B school with a consistently good academic track record Exposure in manufacturing industry and in factories/plants is an added advantage Certificate in leadership Management OD from top 5 Business schools preferred Willing to travel to branch offices Language Proficiency: Telugu, Hindi, English Key Responsibilities Desired Outcome Managing all HR interventions from Onboarding to retire. Lead HR Operations for the corporate employees Lead talent Management & development Initiatives Exposure in manufacturing industry and in factories/plants is an added advantage Willing to travel to branch offices Should be hand on with leadership engagement & people Influencing Maintain an employee NPS & above track individual learning journey's Employee growth/retention program's Implemented total reward policy Ensure operational efficiency - a) Payroll b) Comp & Ben New salary structure c) Full compliance @ MSAF d) Role change of Potential employees Employee Benefits (Supervision) Implementing Reward & Recognition programs - (minimum one award from each category) New joinees satisfaction (Buddy programs / 30-60-90 days feedback Analysis) HIPOs career development plan Support Succession Planning Policies Compliance - a) Refresh sessions b) Audit c) Addendums Coordinate effectively the process of Disciplinary Committee POSH Committee Employee Engagement levels - a) Pulse Survey b) Internal Customer Satisfaction score (On a scale of 1 to 10) c) Customer Satisfaction service level SLAs to meet TAT Validate exit feedback (60 days after exit) and set action plan Work with functional leaders to understand their business objectives and create HR Solutions for them. Drive adaptation of HR frameworks, processes, and tools to create an open and transparent work environment. Implement HR Policies, programs and processes in a timely, consistent and effective manner to provide employees with an attractive and conducive workplace. Ensure 100% policy, statutory compliance and error free Payroll Responsible for specific initiatives to roll out POSH, BCOC, R&R, fitness, health surveys and other key initiatives Manage people initiative to drive engagement and retention. Build strong connect by running a holistic employee connect program and design and implement actions required. Design & roll out R&R activities to motivate employees Work towards =90% customer satisfaction related to HR services. Conduct periodic employee satisfaction surveys and develop an action plan. Analyze reasons for attrition and design & execute retention plans. Partner with Learning team to identify development needs for all departments and share information with Learning team. Monitor progress of action development plans. Manage Service level SLAs and ensure adherence to TAT Ensure effective implementation of PMS system. MSAF Values Customer Centricity Result Orientation Entrepreneurship Empathy Integrity Humility Sustainability 1 | P a g e 1 | P a g e Format No. MSAF-HR-F103, R00,040622 Format No. MSAF-HR-F103, R00,040622
