Sr.Manager/Manager- HR

Position- Sr. Manager /Manager
Function: Talent Acquisition, Training & Development & Employees Engagement
Experience: 10-15 Years, preferably with experience in the waste water treatment, EPC, Manufacturing industries.
Key Responsibilities:

1. Talent Acquisition:

• Manages talent acquisition process, including sourcing, testing, interviewing, hiring and on-board.
• Lead recruitment for critical and senior level positions across engineering, projects, operations, sales, manufacturing, service and corporate functions.
• Maintains the work structure by updating job requirements and job descriptions for all positions.
• Good hands-on experience in sourcing/negotiation/good track record of offer to joining ratio.
• Searching profiles through existing database, job portals like naukri, placement agencies, Linkdin Indeed and other sources.
• Prepares employees for assignments by establishing and conducting orientation and training programs.
• Should be able to understand the Operating Processes and Systems of the company in a short time and work around them to develop the JDs, KRAs, KPIs.
• Build talent pools for specialized positions such as: Sales & Business Development Professionals, Service Engineers, Process Engineers, Design Engineers, O&M Professionals, Plant/Factory Operations Professionals.
• Develop succession and internal mobility plans for critical positions.

1. Training & Development:

• Develop an organization wide Training & Development Strategy aligned with business and competency requirements.
• Conduct Training Needs Analyses across departments and locations.
• Create annual training calendars and budgets.
• Establish structured onboarding and induction programs for new employees.
• Develop role-based learning paths for engineering, project, operations. Sales, service and corporate teams.
• Establish leadership development programs for managers, middle management and senior leadership.
• Measures training effectiveness through assessments, feedback, application of learning and business outcomes.

1. Employee Engagement & Retention:

• Develop initiatives to improve employee engagement, motivation and retention.
• Conduct employee engagement surveys and develop action plans based on findings.
• Strengthen employee communication and recognition programs.
• Promote a positive, inclusive and performance driven workplace culture.

1. Performance & Career Management.

• Drive an effective performance management system linked to organizational objectives.
• Work with HODs to establish KRAs/KPIs and competency expectations.
• Identify development requirements through performance reviews.
• Establish career development and succession planning processes.

1. HR Policies & Process

• Develop, Implement and periodically review HR Policies and SOPs.
• Ensure HR Practice are consistent, transparent, and aligned with business requirements.
• Maintain accurate employee records and HR Dashboards.
• Develop HR MIS and provide periodic reports.

1. Employee Relations & Compliance

• Handle employee grievances and disciplinary matters effectively.
• Ensure compliance with applicable labour laws, statutory requirements, and company policies.
• Coordinate with legal/statutory consultants wherever required.
• Ensures legal compliance by monitoring and implementing applicable human resource statutory requirements, conducting investigations, maintaining records.
• Have strong knowledge in PF, ESI and other Statutory Compliance.