Sr. Manager Operation - HR

Job Description:

HR Operations

• Conceptualising & Implementing functional HR MIS and internal databases related to employee life cycle across all departments and locations.
• Process owner of employee data base across the group.
• Review and update employment contracts and agreements.
• Track key HR metrics like cost per hire/attrition analysis and retention rates.
• Custodian of tracking, analysing and presenting MPC cost to sales for entire group
• Design and maintain an effective employee engagement framework to support the business.
• Monitoring HR internal systems & databases.
• Process owner of group vide end to end Employee Grievance mechanism.
• Process owner of HR audit

Time Office, Payroll & Compliance:

• Develop and implement systems to process payroll account transactions (e.g. salaries, benefits, deductions, taxes and third party payments).
• Updates payroll records by recommending changes as per govt norms related to exemptions, savings deductions and employee life cycle related to new hires, termination, transfers, change in job titles etc.
• Statutory Compliance management – Audits (internal & external), Ensuring Compliance adherence across group, compliance software, and corrective measures for adhering to various deviations on compliances.
• Complies with government requirements by being aware about existing and new laws; enforcing adherence to requirements; advising management on needed actions.
• Liaise with auditors and manage payroll tax audits
• Pay roll Grievance Management - Resolve issues and answer payroll-related questions
• Prepares reports by compiling summaries of earnings, taxes, deductions, leave, and non-taxable wages.
• Maintains personal employment histories/MIS of each employee for various data requirements.

HR Generalist

• Propose & Lead an effective helpdesk mechanism to track and further analyse workload and work constructively to improve and reduce repetitive queries.
• Ensure process driven approach and effective communication & awareness starting from induction to exit process.
• Establish, strengthen & (ensure) surprise check (validation) of employee data authenticity irrespective of location / site.
• Define escalation matrix; considering COE approach on Employee Services Vertical
• HR dashboard generation with accuracy as per target
• Propose best practices for improving employee satisfaction & employer brand
• Maintain data confidentiality
• Generate employee insurance awareness towards benefits and it’s impact on claim ratio. Generate analytics to better understand highest & lowest claims

HR Policy:

• Conceptualise, benchmark, and implement forward looking industry best policies
• Policy communication across the group so as to ensure policy deployment till last mile
• Ensuring that policies adhere to the Government laws and ensure that they are clear and accessible at all levels.
• Assess the policy effectiveness and deployment