✨ AI Summary
This Senior HR Executive role involves developing and implementing recruitment strategies, managing sourcing and screening processes, and overseeing onboarding programs. Responsibilities include managing performance evaluations, coordinating training and development, assisting with succession planning, and managing payroll inputs. The role also encompasses compensation and benefits design, HR technology maintenance (HRMS/ATS), grievance handling, policy development, engagement initiatives, ensuring labor law compliance, and generating HR analytics reports.
Recruitment Strategy: Partner with department heads to forecast hiring needs, conduct job analyses, and create comprehensive job descriptions.Sourcing & Screening: Implement advanced sourcing and screening techniques across job portals, professional networks, and social media.Onboarding Programs: Oversee the induction and onboarding process for new hires to ensure smooth cultural integration.Appraisal Execution: Manage annual, quarterly, and 360-degree performance evaluation cycles.Learning & De
Requirements
- Bachelor's degree in Human Resources, Business Administration, or a related field; a Master's degree is preferred.
- At least 7-10 years of progressive HR experience, with a proven track record in a senior HR leadership role.
- Professional HR certification (e.g., SHRM-SCP, SPHR) demonstrating advanced knowledge of HR practices and principles.
- Experience in the specific industry relevant to the organization, understanding its unique workforce challenges.
Description
Recruitment Strategy: Partner with department heads to forecast hiring needs, conduct job analyses, and create comprehensive job descriptions.Sourcing & Screening: Implement advanced sourcing and screening techniques across job portals, professional networks, and social media.Onboarding Programs: Oversee the induction and onboarding process for new hires to ensure smooth cultural integration.Appraisal Execution: Manage annual, quarterly, and 360-degree performance evaluation cycles.Learning & Development: Conduct training needs assessments and coordinate skill development programs across the company.Succession Planning: Assist management in identifying high-potential employees and building succession roadmaps. Payroll Input Management: Coordinate and verify inputs for monthly payroll processing, including tracking attendance, leaves, and overtime.Comp & Benefits Design: Assist in updating competitive compensation packages and bonus schemes.HR Technology: Maintain and optimize Human Resource Management Systems (HRMS/HRIS) and Applicant Tracking Systems (ATS).Grievance Handling: Act as the primary point of contact for employee grievances, leading conflict-resolution processes.Policy Development: Draft, update, and implement fair corporate policies and employee handbooks.Engagement Initiatives: Organize team-building activities, events, and pulse surveys to measure and boost retention.Labor Laws: Ensure all organizational practices comply with federal and local employment laws and statutory audits.HR Analytics: Track and generate Management Information System (MIS) reports on key metrics such as turnover rates and cost-per-hire.