HR Manager and Business Partner recruitment in Navi Mumbai - ig petrochemical limited

Conducts weekly meetings with respective business units on HR initiativesprogress

 Remain a single point of contact related to all HR matters for management staff at theplant

 Implement, monitor, review and evaluate human resource management strategies devised at corporate,

according to local policies and procedures to meet businessneeds

 Consults with line management, providing HR guidance whenappropriate.

 Analyzes trends and metrics in partnership with the HR group to develop solutions, programs andpolicies.

 Manages and resolves complex employee relations issues. Conducts effective, thorough and objective

investigations.

 Should have knowledge related to day-to-day management of employees, reducing legal risks and ensuring

regulatorycompliance.

 Manages performance management at plant location

 Manages initiatives around Employee Engagement & Employee Stickiness, including but not limited to executing

engagement calendar, Deep Stick Surveys, Specialprojects.

 Able to document HR process SOP’s, as per CorporateDirection

 Manages end to end hiring, planning and retention ofresources

 Manages Employee Induction andOrientation

 Accountable for training calendar deliverables, assist in TNA and Budgeting. Participates in evaluation and

monitoring of training programs to ensure success. Follows up to ensure training objectives aremet.

 Possess knowledge of Labour Laws & Statutory Compliance, thereby maintaining harmonious relations between

management & workers through efficient administration and resolution of employee’sgrievances

 Ascertained the compliance of statutory provisions under the various Labour & Industrial Laws like Provident

Fund Act, Factories Act, Contract Labour Act, Minimum Wages Act, Bonus Act, Payment & Wages Act, and so

on

 Thorough on Payroll Processing through software’s such asSpine

 Manage employee lifecycle on the HRMS for thelocation

 Takes part the special projects as directed by CorporateOffice

 Manage Special Recognition and Rewardsprograms

 Will be great if the incumbent has exposure to benchmarking Compensation, Grading, Competency Mapping