HR Generalist
Revmax Telecom Infrastructures Pvt. Ltd.

JOB DETAILS              
Job Description KEY AREAS OF FOCUS STRATEGY Contribute to the development and the accomplishment of the organization-wide business plan and objectives through design of work positions; hiring; reward, recognition and strategic pay; performance development and appraisal systems; career and succession planning; and employee development. Fostering effective methods of goal setting, communication and empowerment through responsibility, to build employee ownership of the organization. Provide expertise in planning how to create a work environment in which people will choose to be motivated, contributing, and happy. Contribute to the organization by constantly assessing the effectiveness of the HR function. Sponsor change in other departments and in work practices. Promote the overall success of the organization; champion the identification of the organizational mission, vision, values, goals and action plans. Develop a leadership development program that includes hands on training in all of the functional disciplines. For example, in the production department, identify the barriers that prevent managers from achieving efficiencies etc. Contribute in corporate strategy formulation and reviews. FINANCIAL Maintain overall HR budgets Maintain/lower the operating costs OPERATIONAL External hiring/Recruitment/Sourcing: Manage and administer the processes for hiring in the organization Evaluate recruitment methods and sources for effectiveness Develop and implement selection procedures, including applicant tracking, interviewing, testing, reference and background checking Ensure the right talent is selected in a timely manner Develop and extend employment offers within benchmarks laid down by the organization and conduct negotiations as necessary. Prepare the salary break as per the pay heads decided in concern with the employee. Maintain healthy relationships with educational institutes as potential sources of employees in the future Compensation & Benefits: Develop, implement, and evaluate compensation policies/programs and pay structures based upon internal equity and external market conditions that support the organizations strategic goals, objectives, and values Conduct periodic market surveys and analyze internal (staffing, exit interviews) and external (market intelligence) data towards creating appropriate C&B benchmarks for the industry and Revmaxs business domain Administer and manage periodic salary review process Develop/select, implement/administer, and evaluate benefit programs that support the organizations strategic goals, objectives, and values (for example, health and welfare, retirement, employee assistance programs , Leaves &Holidays as well as employee development and growth programs). Communicate and train the people managers in the compensation and benefits programs and policies. Ensure all C&B programs are compliant with all applicable laws and regulations. Work closely with the legal consultants and business managers. Develop, administer and review all Job Evaluation tools (including titles and designations) to ensure internal and external competitiveness in attracting and retaining the right talent. Rewards & Recognition: Own, develop, implement and evaluate all rewards and recognition policies and programs Determine rewards programs like Variable pay, Incentives, ESOPs, Performance bonus, etc. Create all appropriate work-related recognition programs Create all appropriate non-work related recognition programs (Team bonding) Guide/Train the people managers in administering the non-work related recognition programs such that the programs are administered in a timely manner and are within the guidelines/philosophy of such programs. Performance Management System: Own, develop, administer and evaluate the Performance Management System (PMS) and all associated programs and tools like JDs, KRAs and KPIs Ensure timely and appropriate administration of PMS programs across the organization and across all offices/geographies. These programs may be monthly, quarterly or annually Ensure there is 100% coverage of the PMS program at all times. Make sure any new role is backed up with a well-defined JD and appropriate KRAs and KPIs. Guide/Train the people managers in administering the PMS programs such that the program is administered in a timely manner. Training and Development Develop and Implement a development program that includes hands on training in all of the functional disciplines. For example, in the production department, identify the barriers that prevent managers from achieving efficiencies etc. Coordinate all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. Assists with the development of and monitor the spending of the corporate training budget. Maintain employee training records. Legal and Statutory Compliance: Ensure there is legal compliance related to registers, returns, documents, etc. at each locations Keep yourself updated on legalities for workforce hired on contract. Work closely with the legal consultants. Ensure that transfer legalities (change if employment, transfer of PF accounts, etc.) are followed Develop a process and maintain the physical storage of records like employee files HR - Services: Monitor all employee records. Monitor all employee on boarding and exit formalities Monitor the attendance and leave records for all employees in the company Maintain holiday lists and map it to respective employees in the company Ensure all records as per ISO standards Ensure adherence to all ISO policies & processes HRMS & MIS: Improve the HRMS platform deployed. Interact with vendors to ensure the HRMS platforms is customized as per our needs Guide/Train the people managers in administering the HRMS platform. Monitor Payroll interface i.e. any salary related information, for an employee, which is over and above their normal salary structure (e.g. intimation to salary team about new joinee salary payout, joining/retention bonus information, exit related details, Variable pay payout details for exited employees, salary revisions/restructure, change in compensation details, etc.) Create and manage periodic and ad-hoc MIS reports for other verticals/functions in HR team, leadership team and other teams (operations or support) across the organization as and when required. Employee communications: Act as a liaison for all company-to-employee and employee-to-company related communications. Implement employee relations programs that promote a positive organizational culture Implement/putting into action all activities towards periodic and timely collection of Voice of Employee through various means Ensure timely collection of feedback through employee exit interviews and ensure that all feedback is appropriately analyzed and presented to the management regularly and periodically. Ensure timely escalation of all people related issues/grievances (early warnings) to respective operations managers as well as other members of the management team to result in timely and appropriate resolution of all issues/grievances Initiate all Culture building activities and monitor the work-culture diversity People Related Events: Initiate, Co-ordinate and Roll out of all Employee Engagement events and manage these events across all locations. Ensure that the events are appropriately built around the values and beliefs of the organization and are appropriately tuned to the social/cultural norms of the respective locations

COMPANY DETAILS              
Revmax Telecom Infrastructures Pvt. Ltd. Revmax is the turnkey solution provider offering end to end solutions to Telecom and Data Majors in Maharashtra and Mumbai Telecom Circles .Revmax has also been working in the area of designing and commissioning of city wide Intelligent IP video surveillance system.