Senior Manager - Human Resources - Recruitment Firm

Senior Manager HR

Responsibilities :

- Set objectives for the HR team and track progress

- Design and implement company policies that promote a healthy work environment

- Develop compensation and benefits plans

- Support and suggest improvements to the entire recruitment process

- Host in-house recruitment events

- Discuss employees' career development paths with managers

- Monitor HR metrics (e.g. turnover rates and cost-per-hire)

- Review departmental budgets

- Organize learning and development programs

- Ensure HR staff addresses employees' requests and grievances in a timely manner

- Maintain HR procedures that comply with labor regulations

Requirements and skills :

- Proven work experience as a Senior HR Manager or similar role

- Hands-on experience with Human Resources Management Software (including payroll systems and ATS)

- Solid understanding of labor legislation

- Excellent communication abilities

- Leadership skills

- Ability to foster healthy employee relations

- BSc degree in Human Resources Management or Organizational Psychology

-MSc degree in HR or relevant certification is a plus.

- Recruitment and sourcing - Planning human resource requirements in consultation with department heads of the different functional and operational area, conducting interviews and managing the complete recruitment cycle.

- Employer Branding - Recommend ways to improve employer brand and build the company's professional network through relationships with HR professionals, B schools and partners.

- Performance Management - Managing appraisal cycle.

- Monthly retention analysis. Analyzing existing profiles /traits of performers and evaluating new candidates on those parameters so as to get the right profile which can be retained for a longer period in CIC

- Should be capable of managing campus hiring from different B schools, delivering pre-placement talks, sharing JDs, conducting written tests and interviews.

- Play a key role in succession planning of critical talent, chalking out a career transition plan for critical talent in each department in the organization. To create a framework to identify critical positions and formats for succession plans.

- Learning & Development, Development needs assessment, plan an annual calendar of L &D, analyze training effectiveness & follow up on the action plan.

- Plan and implement a competency framework with linkage to performance appraisal, recruitment and also do career planning for high potential.

- Data Management and analysis - Maintain a proper database of candidates interviewed to analyze the cases and suggest ideas for constant improvement .( recruitment data management)

- Participate in employee engagement surveys, analyzing survey results and preparation of action plan reports for Business Heads.