Business Development Executive (Preferred male candidates)
Location:
Preferred only Thrissur Candidates
Employment Type:
Full-time
Objective Summary:
The
Senior HR Executive
is responsible for developing and executing human resource strategies that align with the organization's overall goals and objectives. Their primary focus is to manage and enhance the company's workforce by overseeing recruitment, employee relations, performance management, compensation, and HR compliance. The HR Manager ensures that HR functions contribute to a positive work environment, employee engagement, and organizational growth. They serve as a strategic partner to leadership, guiding HR initiatives that optimize productivity ,ensure legal compliance, and promote a healthy work place culture.
Principle duties
1. HR Strategy & Policy Development
Develop HR Strategies
-Align HR initiatives with business goals to enhance organizational growth.
Policy Formulation
-Design ,implement, and update HR policies, handbooks, and standard operating procedures.
Compliance & Legal Frame work
-Ensure compliance with labor laws, industry regulations, and company policies.
2. Talent Acquisition & Work force Planning
Recruitment Strategy
- Develop effective hiring plans to attract and retain top talent.
Interview & Selection
-Oversee screening, interviewing, and selection processes in collaboration with department heads.
Employer Branding
-Implement strategies to strengthen the company's reputation as an employer of choice.
3. Employee Relations & Engagement
Conflict Resolution :
Act as a mediator to resolve wor kplace conflicts and ensure a harmonious work environment.
Grievance Handling
Address employee concerns and maintain transparent communication channels.
Employee Engagement Initiatives
- Plan and execute engagement programs, team-building activities, and workplace events.
4. Performance Management & Employee Development
Performance Appraisals
-Design and manage employee performance review systems.
KPI & Goal Setting
-Work with leadership to define key performance indicators for teams.
Training & Development
-Identify training needs, organize learning programs, and monitor employee growth.
5. Compensation, Payroll & Benefits Management
Payroll Processing
-Oversee accurate payroll processing, t ax deductions ,and employee benefits administration.
Salary Structuring & Benchmarking
-Conduct market research to ensure competitive salary offerings.
Benefits & Perks Management
-Design and implement employee benefits programs such as insurance, wellness programs, and incentives.
6. HR Compliance & Legal Affairs
Labor Law Compliance
-Ensure adherence to employment laws, work place safety regulations, and anti-discrimination policies.
Disciplinary Actions
-Implement and enforce disciplinary procedures when necessary.
Employee Documentation
-Maintain accurate and confidential employee records, including contracts, NDAs, and performance reports.
7. HR Analytics & Reporting
HR Data Analysis
-Trackkey HR metrics such as turn over rate, employee satisfaction, and hiring trends.
Work force Planning
-Forecast work force needs and succession planning.
HR Technology & Software Management :
Utilize HRMS (Human Resource Management Systems) for efficient record-keeping and automation.
8. Workplace Safety & Well-Being
Occupational Health & Safety Compliance
-Ensure the organization meets health and safety standards.
Employee Assistance Programs(EAPs)
-Implement wellness programs and mental health initiatives.
Diversity & Inclusion
-Promote diversity, equity, and inclusion in hiring and workplace culture.
9. Exit Management & Offboarding
Resignation & Termination Process
-Handle resignations, layoffs, and employee terminations professionally.
Exit Interviews
-Conduct exit interviews togather feed back for organizational improvement.
Final Settlements
-Ensure smooth processing of full-and-final settlements, clearance, and documentation.