Head - Human Resources - Mining Business

JOB ROLE - Head - HR

REPORTS TO - Director - HR

LOCATION - Jamshedpur

SKILLS & QUALIFICATIONS:

Post-Graduation in HR Management, Detail Oriented, Strategic Thinking, Strong Written/Verbal Communication, Organisation Skills, Prioritising, Networking, Business Acumen, Decisiveness, Persuasion, Process Oriented, Leadership Skills, People Orientation, Listening Skills, Business Acumen and Long-term thinking

KNOWLEDGE & EXPERIENCE:

- Minimum work experience of 15+ years of experience in managing holistic HR/IR with exposure in Infrastructure, Mining and Manufacturing industries.

- Working experience in Talent Acquisition/Management, Organizational Development, Re-structuring, Compensation Design and

- Implementation of HR Policies/Practices.

- Hands-on Experience in HR Management Systems - SAP R/3 Payroll and SAP Successfactors HCM

- Experience in influencing internal leaders for driving the change agenda of management

GENERAL JOB DESCRIPTION:

The Head - HR manages the overall HR function of all Business Units including Talent Acquisition, Learning & Career Development, Performance Management, Compensation & Benefits, Succession Planning, HR Service Delivery, Industrial Relations and proactively resolves grievances, continuously improves the employee motivation & satisfaction through implementing HR Policies and best practices across the organization.

DUTIES & RESPONSIBILITIES

- Develop & drive various HR Initiatives in consultation with the top management and in line with Mission Vision statement, which include the following:

- Recruitment & Selection Procedure

- Structured Induction & Orientation Program

- Introduction of Performance Appraisal System for all levels

- Identifying training needs at all levels

- Planning and executing Training & Development Programs

- Drive succession plans with internal and external talent pools.

- Employee Welfare Programs

- Develop, implement and evaluate various HR Policies/ Manuals:

- Job Evaluation & Job Description

- HR ManualHealth & Safety Policy

- Effective Compensation Mechanism

- Conduct a regular audit of various records like Attendance, Absent, Leave, any other statutory compliance to meet all legal requirements.

- Appointing the workmen & deciding their terms of appointment

- Correspondence with the employees such as, appointment letters, Confirmation letter, extension letters, disciplinary proceedings, etc.

- A system for Exit Interview for critical functions

Implement Performance Management System:

- Formulating and implementing performance management & appraisal.

- Deciding the key achievements for all the positions for deciding on increment, incentive and other reward policies.

- Managing the appraisal process across the levels and establishing a framework for substantiating the performance appraisal system linked to reward management.

- Handling Employee Appraisal, KRA Setting & Review.

- Updating performance appraisal management system through timely review of performance, job description & evaluation, goal setting.

- Grievance Handling: Responsible for employee grievance handling and implementing mechanisms to redress them at the earliest. Initiating disciplinary proceedings as & when required in consultation with the Management.

Maintaining Employee Relations:

- Build a strong HR network by keeping in touch with the local recruiting, training organizations. Also keep in touch with other HR managers working in the neighborhood.

- Ensuring maintenance of amicable employee - management relations in the organization by encouraging employees to voice their opinion on common platforms and inviting suggestions.

- Serving as an escalation point for personnel and employee relations issues and providing guidance and intervention as needed to resolve personnel issues.

Exit Management

- Coordinating the termination process by organizing discussions, ensuring appropriate documentations, conducting/ coordinating exit interviews, and elevating and /or addressing any resulting issues.

- Full & Final Settlement of Employees

- Minimize critical attrition losses by establishing proactive process, relationships and - early warning systems.

Industrial Relations

- Comply with provisions of various labour legislations and filing various returns under labour laws.

- IR Strategy and build healthy IR environment

- Liaisoning with appropriate Government authorities and Statutory Compliances.

WORKING CONDITIONS

PREFERRED AGE GROUP 42 - 45 Years

TRAVEL Moderate (05-07 days per month)

WORK ENVIRONMENT Office workstation and Laptop OTHERS Full-time Job Role