Head Human Resources at Elevantix Consulting

Job Scope
Strategic Execution:

• Execute HR direction, design, and strategy to ensure alignment with strategic business requirements and change management initiatives.

Policy:

• Formulate and implement HR policies and practices as per requirement.
• Develop and implement SOPs (standard operating procedures) for HR and Admin.
• Act as the custodian of all company policies and procedures to compile a comprehensive policy manual for the company.
• Support managers in policy compliance and correct deviations from policy as needed.
• Develop/update employee handbook to include all essential rules of employment, discipline and consequences, rights and responsibilities, allowances etc., and make this handbook available to all employees.
• Ensure that all HR activities and actions comply with relevant and current legal requirements.

Manpower Planning:

• Create and implement the company’s manpower plan with respect to inventory, age-skill-cadre mix, and future requirements, to ensure that the right employee is available at the right time for uninterrupted production/services.

Job Descriptions

• Create and write comprehensive, result-oriented job descriptions and person specifications for all job roles, present and future, in the company.
• Make job descriptions readily available to managers for conducting interviews and support them in using the job descriptions as needed.

Job Evaluation and Grade Fitment:

• Conduct role analyses for all jobs in the company for job evaluation and clustering to determine job grades and compensation bands.
• Ensure that all current and future employees are placed in the right job grade and compensation band to avoid anomalies and employee resentment in the system.

Recruitment, Selection and Induction:

• Ensure a healthy talent pipeline for recruitment and succession planning purposes.
• Review and reduce hiring cycle time from requisition to onboarding.
• Minimise recruitment cost by ensuring quality hires and high employee retention rates.
• Follow a comprehensive induction process for all new employees to welcome them to the organisation and help them settle in and become productive as quickly as possible.
• Create a reference check procedure and conduct thorough reference checks on all new employees joining the company.

Performance Management:

• Implement the company’s performance management system as per established process and timelines.
• Train and support managers and staff in completing performance appraisals on time.
• Collate results of all performance appraisals and allocate final ratings in consultation with MD.
• Support managers in creating performance improvement plans for struggling employees as needed and assist in implementing such PIPs.

Training and Capability Development:

• Conduct comprehensive training needs analyses to determine department and function-wise training needs.
• Create quarterly and monthly training calendars to implement training programmes in a structured and timely manner.
• Identify suitable internal training capability and external training service providers to provide a range of cost effective training interventions.
• Ensure that all employees receive a minimum of 2 relevant training days per year.
• Monitor and measure effectiveness of all internal and external training interventions to ensure positive training results and ROI.
• Build and maintain a library of training course material, including multi-media elements, and make these readily available to internal trainers and/or management as needed.
• Remain updated on latest training concepts and methodology to ensure that all training activity is done in an effective and efficient manner.

HR Partnering:

• Serve as a link between management and employees and address routine day-to-day workplace matters.
• Collaborate and provide advice/guidance to line managers and supervisors on complex issues such as disputes, grievances, discipline, etc., and ensure prompt and satisfactory resolution.
• Exit management of employees, in a timely and effective manner, with exit interview – analyse reasons for exits and take steps to minimise preventable exits.
• Create a sense of team bonding and promote a healthy work environment, free of bias and/or discrimination.

Leave Management:

• Develop and manage employee leave calendar to ensure that employees take the time off that they need while ensuring that work does not get left unattended.
• Develop and drive a handing-over/taking-over process to be followed whenever an employee goes on and returns from leave.
• Ensure that leave allowances are paid to eligible employees on time.
• Provide required logistics assistance for ticketing, airport transfers, visas, immigration etc. for employees travelling in-country or overseas.

Management Reporting:

• Prepare and submit MIS reports, as per approved formats, on monthly, quarterly, half-yearly and yearly basis, to include all critical information relating to head-count, absenteeism, employee loans tracking, cost per employee, budgets, HR initiatives etc.

Desired Qualifications and Skills

• B.Sc./HND in Industrial Relations, Psychology, Sociology, Political Science, Economics or similar. PG qualification in Human Resources desirable.
• 10-12 years with at least 3-5 years in an FMCG and manufacturing environment
• Proficient in MS-Office applications
• Pleasant and presentable with high energy