Senior Human Resource Manager

• Role Title Sr. Manager
• Department Human Resources

Location Mumbai

Reporting to Genaral Manager And Director

• Role Purpose
• Responsible to develop and implement the Recruitment, Training & PMS
• strategy & Plan for LP Group ensuring that the organization has all the
• necessary resources to realize its business plans in the short, medium, and
• long term and that the staff is motivated and competitively rewarded for
• their contribution

Role and Responsibilities

• Strategy :
•  Develop and implement an integrated people strategy / human resources strategy and
• delivery framework aligned to the overall organization business strategy.
•  Work out plans to convert organization into performance based work culture through people management approach.
•  Continuously keep abreast of the business strategy at LP Group and the organization’s
• objectives to ensure that the optimal organization structure is in place to support them.
• Talent Acquisition & Management :
•  Ensure that manpower planning exercise is in line with the business goals and annual
• operating plan of the organization
•  Conceptualize and ensure implementation of recruitment strategy, to launch new
• initiatives to help in quick and cost effective sourcing
•  Manage manpower cost vis a vis profitability of the organization, ensure most competitive
• resources are attracted in the budgeted cost
•  Drive new hire integration, learning, skill, career development programs for the organization
•  Design and develop succession planning for a seamless transition of the company’s
• leadership from generation to generation
•  Proactively ensure development of second line leaders and empowerment, transparency in organization Pan India Basis
• Performance Management and Rewards & Recognition System
•  Develop and communicate performance management philosophy, structure, programs, tools
• and timelines across the organization
•  Ensure development of Individual JDs/ KPA”S and KPI’s for the year for all employees and for
• new joinees at the time of joining to issue with appointment letter.
•  Implementation of employee and team recognition programs
• Compensation & Benefits Strategy :

•  Overview the compensation and benefits function, including developing and implementing
• appropriate compensation and reward strategies / structure / mechanism, conducting external
• benchmarking exercises, recommending relevant changes to the compensation policies and
• practices, and administration of compensation and benefits in the group .
•  Constantly evaluate the effectiveness of overall compensation as also various incentive,
• Reward and Recognition ; Retention plans and modify wherever necessary
• Attrition and Employee Retention :
• Design proactive retention strategies to ensure attrition for top talent is at the minimum
• Change and Communication :
•  Impement , direct and ensure timely and correct implementation of new policies and procedures
• which are in line with the business goals
•  Develop open and transparent communication channels in the organization and ensure
• translation of policies and procedures to the last level
•  Design and ensure internalization of culture and values across the organization
• Grievance Management :
•  Respond to and resolve difficult and sensitive employee inquiries and complaints
•  Coordinate with Branches for gauging the nature of issues and identifying solutions for
• issue resolution in consultation with location / HO In charge of respective branches

• People Management :
•  Ensure proactive communication with senior management on the performance and
• development of employees
•  Create an empowered and enjoyable workplace, and performance based culture , stay abreast
• with the latest in human resources globally and implementing the best people management
• practices
•  Responsible for critical interfacing internally with all departments and functions

• Miscellaneous :
•  Develop subordinates, Appraise Performance of subordinates, initiate disciplinary action
• wherever necessary, etc.
•  To keep professional contact with Management/ Professional associations.
•  Identify areas of cost reduction for and carry out Recruitment and Training in cost effective
• manner.
•  Ensure maintenance of record of Books, Files, etc. depending upon usage. List of such filing/ records shall be prepared in order of convenient identification. To give instructions to all staff to be highly proficient in maintaining them upto date
•  As Manager – Business H.R to carry out such jobs and other connected or incidental jobs, which are necessary due to exigencies of companies work and business requirements. Also to carry out such jobs that are within capabilities and/ or work in any other post which may be temporarily assigned.

Key Working Relationships

• Internal Purpose
• Directors ; MD  Recruitment Planning & Employee grievances
• HODs Manpower Planning , Staffing ; Training ; Grievances ; support and organization wise policy framing Employees
•  Communication

•  Grievance and issue resolution
•  Culture building
•  Cascade of HR policies and systems
• External Purpose
• External consultants Benchmarking, Best Practices & custom solutions keep abreast of the latest developments in the industry and Knowledge gathering Trainer Employees Training and Development Vendors
•  HR delivery support
•  Recruitment
•  Training
•  Conferences Institute
•  Brand Building
•  Campus recruitment

• Key Responsibility Areas & Performance Indicators
• KRA Performance Indicators
• Effectiveness
•  Number of training programs scheduled
•  Effective implementation of the performance management system and Career growth plans
•  Efficiently Manage recruitment Cost
• HR Initiatives No. of new HR initiatives introduced during the year
• Core Responsibilities & Performance Indicators
• Core Responsibilities Performance Indicators Develop the Recruitment, PMS Strategy an Employee Engagement Plan

• Develop and implement an integrated Recruitment strategy / PMS strategy and delivery framework aligned to the overall organization business strategy
•  Plan, direct and coordinate through subordinate managers, the
•  Department's work plan

• Manage People Provide leadership, direction and training to human resources &
• administration team
• Qualification & Experience
• Educational Qualifications MSW / MBA-HR or Equivalent