Purpose of this Position: - Partner with function leaders, Shop floor leaders, and other business stakeholders and device people related strategies and tactics in line with the business strategies and scenarios ensuring business results. - Provide support to business in Talent Acquisition by assessing and fulfilling manpower requirement - Manage the employe life cycle and administer employee life cycle, leave, attendance management, employee on-boarding, assimiliation, exit management, employee development, career planning, succession planning, employee grievances etc. - Provide inputs, preparations, coordination and implementation of policies across the organization - Monitor Planning & execution of team members and flexible manpower recruitment and managing ensuring overall operational headcount in line with business forecast and requirement. - Planning, Coordination and execution of Performance Management Process, Partner with the stakeholders in closing promotions, rationalization and merit increase process within defined budget and build and execute employee development/ Performance Improvement plans. - Drive Employee engagement, employee retention & rewards and recognition initiatives. - Build culture adhering core values of responsibilities, honesty, bravery, Diversity, Pride, Solidarity and Reliability. - Resolve complex employee relation issue and resolve/counsel/coach regulations of grievances Authority: - Develop clear and fair company policies - Onboarding/Transfer and Exit of employees - Handling Grievances Skills Required: - Results Orientation - Analytical Thinking - Interpersonal and Interaction skills - Teamwork and collaboration - Customer Orientation - Business Acumen and Orientation - Conflict Resolution and Management - Negotiations Skill - Decision Making Key Responsibilities and Tasks: 1. Recruitment & On-Boarding- - Uploading JD on IJP - Sourcing in collaboration with talent sourcing specialist - Scheduling of interviews and getting feedback from functional team - Conduction HR interview and salary negotiation for fitment - Coordinate with prospect for Psychometric Assessment and understand the fitment - Issuance of Appointment Letter - Documentation of personal File - Transfer & Hiring of Employee - Employee profile creation in success factor. - Hiring of trainees as per the requirement and adhere to progression process for trainees ensuring proper documentation and employee letters (non inclusive success factor hiring). Contract Extension trainees ensuring compliances and process adherence. - Ensuring smooth joining in the system as well as physically and handing over of the details for further process to the payroll. - Induction for new joiners (white collars, Blue collars) promoting new joiners awareness, acclimatization, assimilation and smooth transition. 2. Industrial Relations - - First point of contact and drive discipline on the shop floor. Collaborate or recommend IR to get the appropriate action implemented as per the incident. - Progressive Disciplinary Management and build environment of collaboration - Ensure smooth relation with Union and promoting industrial peace. - Organizing employee communication meetings, & timely redressal of grievance/concerns to achieve employee satisfaction - Provide inputs and options on way ahead for improving effectiveness of industrial relations and wage settlement - Identifying Habitual absenteeism and indiscipline cases and counsel periodically (on attendance, behavior, non-adherence of process and culture) for serious issue refer to IR 3. Employee Engagement Initiative- - Understand employee engagement requirements and benchmarking to conceptualize & drive various initiatives for employee engagement activities. - Connecting and counseling of employees through continuous dialogues - Organizing & executing of current engagement activities across organization like sports tournament, festival celebration, meeting with the HOD etc - Coordination during stimmungs Barometer and supporting in preparation and reviewing action plan for the same and implement for parameter improvement. - Responsible to drive existing rewards recognition activities in the plant like employee of the year, long services awards. Benchmark for reward and recognition and find opportunities to recognize employee values, achievement etc. 4. Payroll Activities and Query Handling - Support for various payroll activities on the shop floor and act as single point of contact for queries and employee assistance and refer to appropriate partner. 5. Performance Management System - Planning, Coordination and ensuring the execution of appraisal process for confirmation and annual MBO process as per the guidelines described by the management. bed by the management. - Supporting during MID review and end year review for employees - To Ensure individual development plan and coordinate with SAVWIPL Academy, individual managers, department heads, and other stakeholders for training, coaching, feedback, dialogues 360 degree feedback job shadowing etc. - Plan for career planning for employees considering performance and potential along with the respective manager and department heads. - Planning & coordination for Yearly Bonus Activities for the employee - Partner with C&B & Business in doing grading and organizational changes 6. Employee Retention- - Analyzing attrition of employees on monthly basis and identifying key trends and reasons for attritions . - Forecasting attrition based on trends and ensuring future ready practices. - Strategize succession planning - Devising and implementing programs, processes and tactics to promote employee retention 7. Policy Preparation & Implementation- - Providing inputs to management while framing HR Policies and amendment of HR procedures - Execution and implementation of policies to the employees - Awareness session on policies to have a better understanding and clarity 8. Audit and Controls- - Preparations of Audit related documents and submitting to Central HR - Internally auditing and adherence of all people process, practices, and processes to ensure better adherence and raise red flags and provide feedback for improvement. 9. Employee Development- - Skill environment for team members, trainees, and apprentices, and skill matrix adherence and ensuring multiskilling promoting flexibility - To Ensure execution of individual development plan and succession plan coordination with SAVWIPL Academy, individual managers, department heads, and others stakeholders for training, coaching, mentoring, feedback, dialogues, job shadowing etc. - Partnership in leadership development programs.

Pune

Skoda Auto Volkswagen - HR Business Partner - Production Domain 

Job Description for Skoda Auto Volkswagen - HR Business Partner - Production Domain  in Skoda Auto Volkswagen India Private Limited in  Pune for (7-12) years of experience. Apply Now!