Regional Human Resource Manager at TATA

Job Purpose

• Responsible for HR strategy and operations in the assigned region. To work closely with the HR Team in Corporate.

Key Responsibilities
Human Resource Administration:

• Streamline and enhance performance in Human Resources processes, including recruitment, payroll and compensation, performance appraisal and talent management
• Strategic and functional responsibilities for all of the HR disciplines
• Management of all the personnel documents, contracts of employment, exit strategies
• Update the company's organogram on a regular basis

Recruitment Management:

• Design job specifications for all positions
• Advertise vacancies and conduct pre-screening interviews
• Arrange pre-employment screening tests, competency and psychometric assessments and reference checks
• Facilitate the induction/onboarding program, draft letter of intent and contract of employment. Ensure that all new employees complete and submit the required HR documentation (provident fund, medical aid, employee information, code of conduct, security and privacy policy etc.)

Performance Management:

• Co-ordinate the performance appraisal process to maximise the potential of the organization's workforce
• Design and continually improve Job Descriptions in line with performance management processes
• Train Line Managers and staff regarding the company's appraisal and rating processes
• Managing Career Development in line with PMS
• Oversee needs assessments incorporated in the Performance Appraisal system to determine when training is necessary and the type of training necessary to improve performance and productivity
• Examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques
• Implementing employee development strategy and succession planning based on training and professional development
• Facilitate succession planning by analysing employee development; training and future business needs to devise career paths for employees who demonstrate the aptitude and desire for upward mobility
• Co-ordinate Human Resource Planning

Labour Relations:

• Responsible for investigating and resolving workplace issues and preserving the employer-employee relationship through designing an effective employee relations strategy containing specific steps for ensuring the overall well-being of employees
• Ensure that employees have a safe working environment, free from discrimination and harassment
• Examining workplace policies and providing training to employees and managers on those policies
• Facilitate disciplinary processes and procedures and provide training to line managers and staff when required
• Standardise all IR documentation and ensure that the library is kept up to date with the latest Labour Legislation
• Conduct counselling discussions and disciplinary hearings when required and draft relevant warning letters
• Keeping Management informed of all Labour tendencies
• Handling Labour action in conjunction with the corporate office
• Handling of enquiries from trade unions and employees
• Advising Line Management on negotiations with trade unions
• Managing grievances in terms of the prescribed grievance procedure
• Managing all behavioural misconduct and disciplinary steps are taken against employees (Suspensions, etc.)

Absenteeism Management:

• Management of all administration aspects regarding vacation, sick and special leave
• Drafting and updating policies and procedures as well as implementation

Educational Qualifications

• Post-graduation / MBA in HR
• 10-12 years in a similar capacity
• Experience in dealing with International colleagues preferred
• Ability to take peers and managers along in various change management initiatives.