GENERAL DESCRIPTION & RESPONSIBILITIES:
Under the direction and guidance of the Vice President of Operations, the HR Manager is responsible for the day to day operational activity on a variety of Human Resources functions including new hire orientation/on-boarding, collecting initial information on all employee relations matters, ensuring all compliance related information is up to date specific to Federal and State laws, input/reporting on various HR metrics, performance management, compensation, benefits, training and development and any specific special projects assigned.
Fully own and manage the Talent Acquisition function of Valorem Reply in Kochi.
Identifies and administers legal requirements and government reporting regulations affecting human resources functions and partners with the VP, Operations & Delivery to ensure policies, procedures, and reporting are in compliance.
Partners with HR Team on program, policy, process development and implementation in areas such as compensation, benefits, performance management, new hire/on-boarding (including pre-employment), terminations, training and development. Specifically:
Ensures employment and compliance with regulatory concerns regarding employees;
Manages immigration programs and ensure required documents are completed accurately and in a timely manner.
Engages external immigration counsel for any immigration and work authorization needs;
Conducts reference and background checks on applicants, and ensure compliance.
Conducts employee onboarding, development, needs assessment, and training;
policy development and documentation;
company-wide committee facilitation;
company employee and community communication;
compensation and benefits administration;
employee safety, welfare, wellness, and health;
charitable giving; and
employee services and counseling.
Primary Objectives of the Human Resources Manager:
Health and safety of the workforce.
Development of a superior workforce.
Development of the Human Resources department.
Development of an employee-oriented company culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance.
Personal ongoing development.
Development of the Human Resources Department
Selects and supervises Human Resources consultants, attorneys, and coordinates company use of insurance brokers, insurance carriers, pension administrators, and other outside sources.
Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments.
Manages the preparation and maintenance of such reports as are necessary to carry out the functions of the department. Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment.
Ensures seamless integration of HRIS and Payroll system with other systems and benefits
Utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the organization.
Training and Development
Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks
, and standardized reports.
Assists managers with the selection and contracting of external training programs and consultants.
Formulates and recommends Human Resources policies and objectives for the company on any topic associated with employee relations and employee rights.
Partners with management to communicate Human Resources policies, procedures, programs, and laws.
Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale
Coaches and trains managers in their communication, feedback
, and interaction responsibilities with the employees who report to them. Makes certain that the managers know how to successfully, ethically, honestly, and legally communicate with employees.
Conducts investigations when employee complaints or concerns are brought forth.
Leads the implementation of company safety and health programs. Monitors the tracking of OSHA-required data.
Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff.
Monitors all pay practices and systems for effectiveness and cost containment.
Leads participation in at least one salary survey per year. Monitors best practices in compensation and benefits through research and up-to-date information on available products.
Leads the development of benefit orientations and other benefits training for employees and their families.
Recommends changes in benefits offered, especially new benefits
aimed at employee satisfaction and retention.
Leads company compliance with all existing governmental and labor legal and government reporting requirements.
Directs he preparation of information requested or required for compliance with laws. Serves as the primary contact with the company employment law attorney and outside government agencies.
Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations. Minimizes risk.
This job description has been designed to indicate the general nature and level of work performed by jobholders within this role of Human Resources Manager. It is not designed to contain or to be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to the job.
To perform the Human Resources Manager job successfully, an employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to lead in the role of the company Human Resources Manager.
Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
Human Resources Manager Job Requirements
Strong experience in talent acquisition, someone who has built and scaled a world class team
Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement and employee development
Better than average written and spoken communication skill
Outstanding interpersonal relationship building and employee coaching skills
Demonstrated ability to lead and develop HR department staff members.
Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel and skills in Human Resources Information Systems (HRIS).
General knowledge of various employment laws and practices and experience working with a corporate employment law attorney.
Experience in the administration of benefits and compensation programs and other Human Resources recognition and engagement programs and processes.
Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
Excellent organizational management skills.
Other Human Resources projects as assigned.