Manager/Senior Manager - Industrial Relations - Cement

We are hiring for Manager/Sr. Manager_IR with one of our leading client based in Devapur(Plant) . Please find below mentioned job description:

Position: Manager/ Sr. Manager_IR

Location: Devapur( Plant)

Industry: Cement

Job Responsibilities:

Human resources planning

The HR department is accountable for developing and accomplishing the goals of the company. Their proactive involvement in planning helps them have a full understanding of the actions necessary to sustain the company's growth. It enables HR to assign the right resources to the relevant projects and ensures delivery on time. They are also responsible for assessing and acknowledging the actual performance of team leaders (TL) compared to the expectations and making strategies based on the assessment result.

Job analysis and design

HR creates job analysis to hire the right candidate for the position. A job analysis includes the job description of the employees in the organisation. It is the responsibility of HR to form high-performance workgroups. They move employees from one job to another in the organisation based on the employees' needs and talents. They also merge tasks and distribute responsibilities among the employees for high-performance and efficient functioning.

Maintaining work culture

The work environment directly influences the work performance of employees. It is the role of HR to develop a sense of security and a certain level of comfort that can improve the employees' performance significantly. Creating an open culture is very crucial so that employees can talk about their problems freely. To maintain good company culture, HR frequently plans company events where employees can showcase their other talents, such as singing, dancing, mimicry and others. It improves the overall brand image and spreads positivity throughout the organization.

Recruiting candidates:

- It is the responsibility of an HR recruiter to hire a suitable candidate for any vacant roles in the organization and manage the entire recruitment process. The HR department develops and executes the company's talent acquisition strategy. They plan company brands designed to attract suitable candidates. It is their duty to post job requirements on different job portals, such as Indeed, to fill the vacant positions in the organization.

- HR leverages social media and develops a robust onboarding strategy to help new hires succeed in the company. They follow an organized approach to hiring, from screening the potential candidate to preparing an offer letter and developing an onboarding process.

Processing payroll:

- In some organisations, payroll is a part of HR because they work directly with the employee. HR involvement is also in deciding the salary, bonus and incentives of all employees. The HR department manages multiple processes directly related to an employee's pay, such as attendance, vacation, leave days, performance appraisal and other similar components.

- The human resources department ensures that the employees get their salary accurately and on time. If there is no direct HR involvement in salary processing, they communicate between employees and account payable and issue payslips and other related documents to employees.

Updating workplace policies:

- Usually, organisations update or examine their company policies every year. It is the role of HR to make official updates to policies and recommend changes when they are no longer relevant to the company or the employees.

- While making workplace policies, the HR department focuses on reducing conflicts, handling legal issues and improving employee productivity. Sometimes organisations update policies as a reaction to an occurrence. They make policies in such a way that they safeguard the interests of both employees and employers. Generally, HR involvement is there in making such decisions.

Maintaining employee records:

- The keeping of employee records is the responsibility of the HR department. These records assist companies in identifying skill gaps that may help in the recruitment process, analysing demographic data and complying with applicable regulations.

- They also provide the personal information and emergency contact information for every employee. HR may get an accurate idea of resource allocation and usage by keeping track of employee records. It also helps in assessing productivity at individual, functional and organisational levels.

Implementing performance appraisals:

- A performance appraisal is a regular evaluation of an employee's performance and contributions to the organisation. The HR department is critical in making and implementing performance appraisals. It serves as a communicator between the top management and the employee.

- It ensures a smooth implementation of the appraisal process. Proper performance analysis and appraisal records assist management in deciding about promotions, job transfers and other related actions.

Managing compensation:

- Compensation management is a critical function of human resources. It is the process of planning, organising and managing the direct and indirect remunerations employees receive for their work. Companies offer competitive compensation to their employees to recruit and retain top talent.

- Compensating employees honestly and logically for their work keeps them motivated and encourages them to work with dedication. Compensation may be in any form, such as salary, cash incentives, bonuses, stock options and perks.

Ensuring employee satisfaction:

- It is crucial to keep employees satisfied from their roles in retaining key talent. HR is accountable for keeping the employees happy, positive, motivated and satisfied. They can ensure employee satisfaction by creating tremendous benefits for employees.

- Common benefits are special holidays, a learning and development budget, extra leave and a tour budget. HR can create value for all employees by accommodating these needs, which leads to increased motivation, satisfaction, productivity and retention. Employee-oriented work culture also leads to employee satisfaction.

Assisting employees with career development:

- HR professionals today take an active role in helping employees develop their careers. Rather than just rating employees on a checklist of performance indicators, HR helps employees identify areas for improvement. It assists employees in finding the right direction for career growth.

- It also provides proper orientation and training and sometimes allocates an extra budget for learning and development.

Maintaining employee relationships:

- It is the role of HR to ensure a healthy and positive relationship among employees and a productive and mutually respectful relationship between employees and top management. HR also plays a crucial role in resolving any disputes between employees and management.

- Maintaining constructive employee relations can help organisations to keep their employees loyal and more dedicated toward work. An open culture that encourages employees to share their issues and participate in social gatherings such as team lunches and occasional events can prompt positive employee relationships.

Essential HR Skills:

- HR roles are very critical because the responsibility to keep the employees happy and productive requires detailed planning and proper execution. Here are some essential skills to advance your career in HR:

Negotiation skills:

- The skill to negotiate involves a set of extraordinary interpersonal abilities that achieve the desired result. Human resources professionals are frequently engaged in salary negotiations with potential new hires, which can be stressful for both parties. Being good at negotiating can help HR professionals execute their job more efficiently while keeping employees happy.

Talent management:

- Having talented employees can help focus and meet the objectives that matter most to the organization. Talent management aims to identify, recruit and keep people critical to a company's success. It is a high-priority, strategic activity for forward-thinking businesses that recognize success depends on employees.

- Decision-making skills