Senior Manager HR - Operations Manager and Senior HR Executive
Job Purpose and Position Overview:
Primary role of the Sr. HR operations Manager is to align business and HR strategy for the organizations operation. Have multi-site responsibility across all locations and verticals. Ensures compliance with all regulatory and legal requirements.
The Human Resource Manager will lead and direct the routine functions of the Human Resources (HR) department including end to end employee lifecycle , compensation and benefits structure, performance and competency framework , enforcing company policies and practices and continuous learning and development of the workforce.
The ultimate goal is ensuring Billed rights HR initiatives run effectively and contribute to a healthy work environment with a happy workforce.
Specific Job Duties/Responsibilities:
Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of breaches , and terminations.
Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
Creates learning and development programs and initiatives that provide internal development opportunities for employees.
Oversees employee disciplinary meetings, terminations, and investigations.
Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices.
Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
Plan and revise Rewards and recognition program
Performs other duties as assigned.
Evaluate, measure and assess effective performance management across the organization
Developing, analyzing and updating the company's evaluation program
Developing, revising, and recommending personnel policies and procedures
Maintaining and revising the company's handbook on policies and procedures
Performing benefits administration
Maintaining affirmative action programs
Overseeing recruitment efforts for all personnel, including writing and placing job ads
Conducting new employee orientations and employee relations counseling
Overseeing exit interviews
Maintaining department records and reports
Participating in operation/strategic/administrative staff meetings
Maintaining company directory and other organizational charts
Recommending new policies, approaches, and procedures
Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Prepare and review HR metrics and SLA as per the set standards
Plan and accomplish individual goals that align with larger organizations vision.
Monitor HR operation metrics and administer changes to ensure HR teams optimal performance
Manage and co-ordinate with the HR Team on End to End Employee lifecycle activities
Address grievances, issues and escalation and hold ICC discussion on the same to set required protocols
Oversee and guide Team on the required daily process support to enhance overall HR efficiency.
Design, evaluate and assess training programs across all levels and verticals
Review weekly metrics on operations and update accordingly
Actively participate in weekly strategic meetings inter and intra departmental.
Plan, conduct and assess Employee onboarding and orientation programs.
Manage and coordinate with the Team on weekly in house employee engagement programs and social events
Review Recruitment tracker to ensure all the resource requirements across the organization are adequately met.
Revise and update HR operation metrics in line with organizations goals and objectives
Review and update scorecard
Oversee and monitor CRM SLA adherence and advice changes (if any)
Ensure recruitment SLAs (slate, turnover , attrition, sourcing channels, occupancy,SHT revision, resource flow and staffing optimacy ) are met for the month as per the set standards
Review Teams rocks and advice changes (if any) and work on individual rocks.
Accomplish individual rocks and present it to the management
Obtain Training records from individual departments to measure efficiency of training
Track and monitor average occupancy and engagement level across the organization.
Participate in quarterly strategic meeting to review rocks and make necessary course corrections.
Conduct quarterly performance reviews, new hire performance reviews and set standards to measure PMR.
Conduct and analyze results of the quarterly employee feedback surveys, one to one and skip level meetings. Administer and make response based revisions if required.
Ensure all the compliance documents on HR legislations, policies and procedures are in place as per the ISO standards.
Devise annual long tern strategies to ensure HR systems are strategically aligned to the overall BR business goals.
Coordinate with the Team on in house and off-site annual Team and social events.
Prepare and conduct annual performance appraisal cycles
Review competency matrix of all the departments and follow up on changes and completion as set and described within the competency framework.
Study market trends on current policies, wages and procedures and revise internal systems accordingly to stay updated and in sync with the current market and maintain best practices.
Participate in annual HR and strategic meetings.
HR professional with 5+ years of progressive, diverse HR work experience and exposure to global work environment
A bachelors degree in Human resource discipline/humanitarian studies with a Masters in HRM or related field
Extensive knowledge of the HR compliance and Labor Laws
Demonstrated background in HR with strong capability in managing stakeholders, taking initiative and lateral thinking.
Communicate effectively, verbally and in writing, to a diverse audience.
Assign and supervise the work of the HR organization.
Demonstrate the highest level of ethical behavior.
Remain flexible in order to adapt to changes in work environment.
Study and apply new information, and take initiative.
Excellent time-management, problem-prevention and problem-solving skills.
Maintain confidentiality of sensitive information.
Excellent interpersonal skills to facilitate interaction with the workforce.
85% SLA adherence on HR-Ops metrics
90 % Training effectiveness across all function boards
95 % Rocks accomplished
Instructional design and OD
HR Manager Signature/Date
Billed Right does not discriminate based on race, sex, color, religion, age, national origin, marital status, disability, veteran status, genetic information, sexual orientation, gender identity, or any other reason prohibited by law in the provision of employment opportunities and benefits.
Job Purpose and Position Overview: Preferable Female
At Billed Right Senior HR Executive must educate, train, monitor, problem-solve, and ensure company HR policy is followed across all employees, managers, and executives. Adhere all the recruitment activities are done with the stipulated time frame. Senior HR Executive responsibilities include directing and overseeing the hiring, training, and dismissal processes and administering and monitoring benefit programs. Strong organizational, analytical, and interpersonal skills are a must as a Human Resources Executive. As a direct connection to employees, we must be keenly aware of employee relations ensuring they are healthy throughout the organization.
Specific Job Duties and Responsibilities:
Key Duties & Responsibilities
Oversee and manage Partnering with recruitment life cycle.
Administering appropriate company assessments.
Conducting induction and the on-boarding and de-boarding process.
Effective management of payroll processing.
Maintaining relationships with both internal and external clients to ensure staffing goals are achieved.
Follow up on confirmation records statutory obligations - PF, ESIC, taxes, gratuity, bonus etc. Staying current on the company’s organization structure, personnel policy, and state laws regarding employment practices.
Serving as a liaison with area employment agencies, colleges, and industry associations
Completing timely reports on employment activity.
Adept at crafting full cycle employee reports that may include - Hiring and performance report, employee satisfaction etc.
Implementing effective and comprehensive employment engagement strategies.
Co-coordinating with the HR Team to ensure strategic alignment with organization’s Vision, mission and Core values.
Addressing employee grievances and facilitate change management.
Ensuring all the policies and procedures comply with all the existing state laws and regulations
Ensure – Attendance tracking is done from Biometric for all of our staff members and update the overall status.
Ensure - Floor Observation is done and register your findings.
Ensure all the tickets raised on CRM are attended to on the same day and the ticket status to be marked accordingly.
SLA has to be reviewed and restructured periodically to ensure and sustain efficient system/ resource management.
Coordinate with the Trainer in measuring training efficiency and provide the necessary support to facilitate effective training and development programs
Record, maintain and monitor attendance software to ensure employee punctuality – Every Friday
Conduct Floor activities for the employees – Every Monday/Friday
Update score card metric details – Every Friday
Maintain and update Employee Master Database – Every Friday
Purchase of weekly groceries – Every Friday
Prepare statutory documents – Every Friday/Saturday
Work on Insight and update the details on regular basis – Every Monday
Purchase of snacks- Every Friday/ Birthday celebration.
. Draft a spreadsheet obtaining details across the organization on the recruitment needs at the beginning of every month and have a detailed report sent at the end of each month comprising of details no of requisitions raised, no of positions closed, no of positions to be filled, slate time etc., department wise
Maintain employee register – 30th of each month
Salary Process – Attendance calculation – 26th of each month
Celebrate employee Monthly birthday and work anniversary – 1st week of each month
Purchase housekeeping materials – 30th of each month
Collect and Maintain New Hire report – 1 month from the date of joining of new employee
Check Mediclaim Addition & deletion list – 3rd of every month
Email to pf Office regarding new and left employee details – fifth of every month
Work on Quality metrics reports – 1st week of every month
Update ISO document – 1st week of every month
Vendor payment management – 1st of every month
Prepare monthly vouchers, bills, and closing of petty cash – 1st of every month
Purchase on Employee Welfare activities (Birthday and anniversary gifts, Medicines, Stationery items) – 1st week of every month
Conduct performance wheel activities and team lunch for the managers – Last week of each quarter
Quarterly skip level meetings and feedback system – Last week of each quarter
Collect and Maintain New Hire report – Quarterly completion of new joiners
Conduct Employee Health check-up camp – Based on the last health check-up completed
Prepare professional tax – 20th of March and September
Collect and Maintain New Hire report – Half-yearly completion of the new joiners.
Prepare and Co-ordinate with the Management for the yearly performance appraisal -1st week of March
Arrange and co-ordinate Year end celebration -1st week of December
Re-new Mediclaim Policy -1st week of March
Re-new the Naukri job portal subscription -1st week of September
Prepare form 5 – 2nd week of December
Review facility management – 1st week of December
Collect and Maintain New Hire reports – Based on the yearly completion of the new joiners.
Handle on-boarding formalities (induction , acknowledgement on the induction checklist and feedback & assessment on the efficiency of induction training)
Work on job portals (Naukri ,Indeed ) and social media handles to ensure maximum utilization of the digital presence to meet our recruitment needs.
Handle pre and post recruitment activities
ID Card processing
Handle employee compliances, grievances, conflicts and social engagement.
Prepare and submit all relevant HR letters/documents/certificates as per the requirement in consultation with the management
Handle DE boarding formalities to ensure full and final settlement of the employees being DE boarded
Liaison with all government agencies to ensure adherence to compliances
Prepare FORM 5A whenever applicable
Required Qualifications and Skills
5 years of progressive hands on experience in end-to-end recruitment and operations.
Experience and demonstrated expertise in employee relations, labor laws and industrial laws and other HR activities including and not limited to employee engagement, training and development, organizational design, Employee relations, labor laws, negotiation, health, safety and security, broad-based and executive compensation, benefits and remuneration, vendor management.
Excellent communication skills both oral and written
Effective Team management skills.
Affirmative Action, Empathy, Discretion and negotiation
Analyzing Legal Issues in Human Resources
Applying Ethical Standards to Workforce Management
Applying Strategies for Enhancing Employee Relations
Approaches to Cultivating Workplace Diversity.
Proficiency in analytical tools – Ishikawa, scatter plot, Bell curve and various performance management tools,, Microsoft excel, pare to analysis
Measures of performance:
Maintaining Employee attrition to below 8%
Maintaining Employee absenteeism to below 8%
SLA/Ticket kill rate has to be maintained as per the said TAT
Slate has to be maintained
Training on building Employee Engagement strategies
Training on HR Compliance such as labor laws and other regulatory compliance
Training on HR requirements as per ISO from the HR Manager
Training on employee life cycle and performance reports
Training on HR requirements as per ISO from HR Manager.
RoleHR Operations - Other
Industry TypeMedical Services / Hospital
Functional AreaHuman Resources
Employment TypeFull Time, Permanent
Role CategoryHR Operations
PG :MBA/PGDM in Any Specialization
Payroll AdministrationHR OperationsTalent ManagementRecruitmentHR Generalist ActivitiesHr MetricsHR AdministrationEmployee EngagementHR StrategyEmployee RelationsBusiness HRPerformance ManagementHr ComplianceStatutory Management
NEW NO.102,OLD NO.337,,SRI SAI,ARCOT ROAD,KODAMBAK, KAM, Chennai, Tamilnadu,
AddressNEW NO.102,OLD NO.337,,SRI SAI,ARCOT ROAD,KODAMBAK, KAM, Chennai, Tamilnadu, India