HR Manager Operations, Sales - T&A - Hospital/Healthcare

Job Description

Designation: HR Manager Operations, Sales - T&A - Hospital/HealthcareThe candidate Should have experience As an HR TA, Sales & Operations, & will be a key part of our team that will oversee all human resources and ensure theyre aligned with our business goals. Our ideal candidates should have solid experience with HR practices and employee management. You will communicate with the Leadership team and with Business Managers to express new ideas and suggest solutions, considering budget limitations and our company culture.Ultimately, you should be able to act as a consultant on human resources management and organizational changes.Role overview: An ideal candidate is an experienced and qualified HR business partner who will create and drive strategic HR initiatives and ensure theyre aligned with our business goals. Responsibilities:
• Act as HRBP to all businesses with the support of corporate & plant team.
• SAP Payroll & Employee Life Cycle management in SAP.
• Managing IT changes in SAP, SF with vendor.
• Success Factors Maintaining Org Chart, Info & PMS.
• HR Operations Employee Life Cycle -> Hiring ~Exit.
• Compensation & Benefit Management Regular & Annual.
• Statutory Compliances PF, Gratuity, ESIC, P Tax.
• Exposure to IR Management.
Have experience of working on PeopleSoft HRIS system for daily transactions, IJPs closures in the organization Partnering with the leadership to understand business environment and work priorities to develop and execute innovative solutions to address current associate management issues.Consult with line of business leaders to identify performance needs for talent enhancement in relation to attainment of strategic business goals Educating employees, new joiners about eLearning courses, videos, simulations for their career enhancement.Setting up training calendar for the employees to attend the training program Define review and feedback mechanism within the team to ensure effective communication flows Coach leadership on the HR aspects of key business strategies, issues anddecisions.Manage the performance management processes such that managers are coached upon effective feedback mechanism, timeline adherence and handling grievance issue along with the concerned manager on a case to case basis.Serve as an escalation point for complex associate relations issues and provide guidance and intervention, as needed to resolve associate grievances. Coach and advise HR representatives on HR policy and ensure compliance to the companys policies. To ensure that the sensitive issues are handled effectively and are brought to a logical conclusion with constant communication to relevant stakeholdersMaintaining personnel information in all HRIS systems, monitor actual headcount, new hires and attrition.Drive the policy awareness and ensure compliance across the organization. Being a SPOC for providing clarifications on policies as required.Address management requests for analysis on key performance indicators relating to people issues (e.g. retention, leaves etc.).Partner with the L&LD team to assess skill gaps with leadership, execute plans for skill development areas and support HR Representative Generalists in identification of people to attend training. To drive the engagement programs as and when defined/rolled out by the HRBPteam.Manage associate satisfaction programs to improve morale and retention. Promote an environment that encourages employee growth.Have experience in Client and Stake holder management To engage with the teams on a regular basis to review progress andupdates Provide audit support to internal and external auditors to meet compliance requirements1. Implement & manage HR Business policies, employee engagement, retention, , employee grievance and exit with the zone2. Ensure a high level of employee engagement and retention by taking initiatives to improve work relationships, build morale and increase the productivity of employees3. Consult with line management and provide daily HR guidance4. Collaborate with central TA team for recruitment5. Partner with the HR leadership team on various strategic initiatives such as organization and culture, transformation and succession planning, etc6. Monitor and report on workforce and succession planning7. Identify training needs for teams and individuals8. Evaluate training programs9. Suggest new HR strategies Skills: 1. Proven work experience as an HR business partner2. Excellent people management skills3. Analytical and goal-oriented4. Demonstrable experience with HR metrics5. Full understanding of all HR functions and best practices.6. Thrive in a fast-paced startup environment7. Self-starter, independent and excellent at driving teams.8. Excellent communication skills at all levels small groups, large groups, and with executives Qualifications: An MBA or PG degree in Human Resources from a top global instituteExperience or keen interest in the HRD sector or social impact. Compensation: 1. Competitive for the right candidate with variable compensation for exceptional performanceRecruitment, Sourcing & Hiring
• Coordinating with various departments to understand their requirement and collect Job Descriptions & other required detail.
• Conducting IJPs whenever required.
• Offering Job to Candidate.
• Preparation of Offer Letter & Appointment Letter.
• Follow up with Candidate till his/her Joining.
Joining & Induction
• Collaborating with IT & Admin to get the desired access for the new joiners.
• Completion of Joining Formalities like a collection of documents/certificates from the joiner & issuing of Appointment letter.
• Introducing the new joiners to respective Reporting Manager & team member.
• Conducting Induction for New Joiners.
Pay-Roll
• Responsible for Leave & Attendance Management by using biometric reports & through attendance approved by dept. Manager
• Execution of Monthly Payroll Submission to Finance Dept. With required approval.
• Maintaining Employee PF, ESI, L.W.F, OT & Incentive Detail.
Audits & Background
• Assist in the Audit process of the HR Department.
• Initiate & Monitoring the completion of Employee Professional Background.
Training
• Analyzing training needs of employees through performance monitoring & consultation with his/her immediate supervisor.
• Responsible for creating and co-coordinating training programs as per requirement.
• Monitor & Evaluating training program effectiveness, success periodically.
• Maintaining Training Records.
HR Operations
• Handling the Documentation process of all the employees.
• Maintaining HR-related Files & Register.
• Preparation & Issuance of Various HR-related documents as Appointment Letter, Increment Letter, Transfer Letter, Termination Letter, Relieving Letter, Experience Letter, etc.
• Maintaining Employee database.
• Maintaining individual files for the employee with all communication along with training provided to the employee, leave records, assets, etc.
• Preparing Policy & Implementing it after introducing it to staff.
• Manage selection, development, and periodic performance review of team members.
Employee Relation
• Handling employee queries and grievances.
• Taking disciplinary actions in case of absenteeism (without information) or misbehaviors.
• Issuing Verbal/Written Warning Letter on requirement basis.
Separation Process
• Tracking Absconding/Resigned details to maintain Separation Status, to issue absenteeism Warning Letters, Analysis of attrition on monthly & Quarterly Basis.
• Full & Final formalities.
• Providing Relieving / Experience Letter to Employees.
Desired Candidate Profile Candidate Should have Hr Generalist and Administration experience only from the Hospital Sector.,

Keyskills :
hr functionsrecruitmentlife cyclepayrollnew hireshuman resourcesrecruitingkey performance indicators