Manager –HR

Job Description:

The incumbent will design and execute various HR initiatives in alignment with organizational objectives. He/she will be responsible for driving the performance management, rewards & recognition, talent management & succession planning framework, interventions towards leadership development, employee engagement, and any other new initiatives and projects. Understanding the organization's culture and effective management of internal stakeholders will be imperative for this role holder's success.

Key Responsibilities:

Performance Management System (PMS)

Develop, implement, and enhance the Performance Management System (PMS) aligned with business goals.
Drive goal-setting processes (OKRs/KPIs) and ensure timely performance evaluations.
Collaborate with department heads to conduct performance reviews, feedback sessions, and appraisals.
Identify performance gaps and recommend interventions such as PIPs (Performance Improvement Plans).
Facilitate employee recognition programs based on performance outcomes.

Competency Management

Design and maintain a competency framework for various job roles.
Conduct competency mapping and skill-gap analysis to align workforce capabilities with business needs.
Implement competency-based hiring, training, and promotions.
Work with leadership teams to create structured career paths based on competencies.

Training & Development (T&D)

Conduct Training Needs Analysis (TNA) to identify skill gaps and develop learning interventions.
Plan and execute technical, behavioral, and leadership training programs.
Collaborate with internal and external trainers to deliver effective training modules.
Monitor training effectiveness through assessments, feedback, and ROI analysis.
Design and implement succession planning and talent development initiatives.

Induction & Onboarding

Develop a structured induction & onboarding program for new employees.
Ensure seamless integration of new hires into the company culture and processes.
Coordinate with different departments to facilitate onboarding activities.
Collect and analyze new hire feedback to continuously improve the induction process.

HR Data Analytics

Utilize HR analytics to measure performance, training effectiveness, and employee productivity.
Generate insights and reports on key HR metrics, workforce trends, and training ROI.
Develop dashboards using tools like Excel, Power BI, Tableau, or HRMS for data-driven decision-making.
Predict trends related to employee engagement, turnover, and talent development.

Employee Engagement & Culture Building

Build a robust employee engagement strategy including employee communication and grievance handling mechanisms.
Implement projects related to organizational restructuring and change management.
Conceptualize and implement Reward & Recognition schemes encompassing various reward schemes related to corporate values and performance.
Develop Employee Value Proposition framework and implement it.
Conduct engagement surveys and polls as needed; share findings, facilitate action planning, and track actions taken.

Key Skills & Competencies

Strong knowledge of PMS frameworks (OKRs, KPIs, Balanced Scorecard, etc.).
Experience in competency mapping and skills assessment.
Expertise in L&D strategies and training execution.
Proficiency in HR analytics tools (Excel, Power BI, Tableau, HRMS).
Strong interpersonal and stakeholder management skills.
Ability to drive employee engagement and career development programs.

Qualifications & Experience:
MBA/MSW in HR or equivalent.
7+Years years of experience in PMS, Competency Development, Training, Induction, and HR Analytics.
Experience in manufacturing/electronics/IT industry (if relevant).
Certifications in HR Analytics, Training, or PMS tools (preferred).

Benefits:
5 Days Working