HR MANAGER

Role description

1. Identify, Drive, and implement recruitment requirements across the organization as per business requirements 2. Develop and manage recruitment campaigns and collaborate with the leadership team to actively participate in recruitment campaigns and events 3. Serve as primary contact for all candidates throughout the identification, attraction, and assessment stages, and be highly responsive to their needs 4. Develop, analyze, and track measurable metrics from all talent acquisition sources and propose recommendations to support business and talent goals 5. Manage all candidate applicant tracking ensuring compliance with all documentation requirements according to company policy 6. Registration and Filling of all contributions & remittances under EPF, ESIC, Professional Tax, etc on a periodical basis. 7. Ensure timely completion of all the regulatory compliance activities including the filing of returns. 8. Coordinate with relevant stakeholders regarding developments/ amendments and implementation of the HR Labour & Compliances. 9. Ensure to maintain compliance register, returns, remittances, contributions for audit, and in the repository. 10. Review of labor legislation and interpretation with help of case laws / Judgements of Courts to avail benefit and implement it. 11. Notifying the vacancies to employment exchange. 12. Conduct audit, identify opportunities for improvement in existing policy/procedure, risk mitigation. 13. Vendor Contract and Invoice Management. 14. Managing HR Ops Vendors and audit of their monthly bills. 15. Managing end to end Payroll activities 16. Work and partner with organization leaders to help align individual development plans in line with business strategies 17. Work with organization leaders on retention strategies for key talent pool 18. Responsible to drive various programs on cultural sensitivities and drive various interventions as needed to bridge gaps for a collaborative work environment 19. Responsible to run culture workshops on values, vision, and mission 20. Driving end to end Performance management cycle- designing and executing objective setting, coaching managers to get the feedback closed, and communicating results 21. Analyze employee experience and feedback on performance management and rewards and processes to constantly challenge the status quo and improve existing practices 22. Initiate Performance Management process during the appraisal Cycle / Manage end-to-end performance management cycle for the employees. 23. Responsible for design and creating competency framework - competency-based assessments for promotions and career progression 24. Responsible for career paths of employees and career progression (vertical/horizontal)