Lead- HR

Lead/Assistant Manager HR Operations

The Lead/Assistant Manager is responsible for overseeing HR processes, managing team activities, and ensuring efficient employee support. This role involves handling employee lifecycle management, strategic planning, compliance with policies, and driving employee engagement initiatives. Additionally, it focuses on improving HR processes, handling complex inquiries, and ensuring data accuracy.

Key Responsibilities:

Team Management:

Lead, mentor, and manage the HR operations team, ensuring efficient and effective completion of HR tasks.

Set performance objectives, monitor team progress, and provide regular feedback for continuous improvement.

Associate Portal Management:

Oversee the management of the employee self-service portal, ensuring that information is up-to-date and accessible.

Monitor portal usage to identify common issues and implement solutions to improve the user experience.

Employee Lifecycle Management - Employee Development:

Manage employee lifecycle processes, including onboarding, development, and offboarding.

Implement employee development programs to promote skill growth, career progression, and retention.

HR Email/Phone Support:

Supervise the HR support team to ensure timely and accurate responses to employee queries via email and phone.

Address complex HR queries or escalations, providing guidance and solutions as needed.

Government Inquiries:

Respond to government inquiries related to employment, benefits, and other regulatory matters.

Ensure accurate and timely submission of information to comply with legal and regulatory requirements.

High-Risk Calls/Query Handling:

Handle high-risk or sensitive employee queries, ensuring issues are resolved professionally and in line with company policies.

Provide guidance to team members on managing difficult situations and complex HR matters.

Reporting & Analysis:

Prepare and present reports on HR metrics, including employee turnover, performance trends, and engagement scores.

Use data analysis to identify trends and recommend strategic improvements to HR practices.

Process Improvement & Audits:

Identify opportunities for process enhancements to improve HR operations' efficiency and accuracy.

Conduct regular audits of HR processes to ensure compliance with internal policies and external regulations.

Engagement & Feedback:

Implement employee engagement initiatives and regularly collect feedback through surveys and focus groups.

Analyze engagement data to identify areas for improvement and coordinate action plans.

Policy Review:

Review and update HR policies regularly to ensure compliance with changing laws and company practices.

Communicate policy changes to employees and provide training as needed to ensure understanding.

Training & Development:

Coordinate training programs to enhance employee skills and align with organizational needs.

Track training participation and evaluate the effectiveness of learning initiatives.

Performance Management:

Support the implementation of the performance management process, including goal setting, performance reviews, and feedback.

Work with managers to identify performance issues and develop improvement plans.

Strategic Planning:

Collaborate with senior management to develop and execute HR strategies that align with business goals.

Contribute to workforce planning, talent management, and organizational development initiatives.

Payroll Support & Benefits Administration:

Provide support for payroll processing and ensure accurate benefits administration.

Address employee inquiries related to payroll and benefits, coordinating with relevant teams for resolution.

Intranet Portal Management and Employee Communication:

Manage the HR section of the company intranet, ensuring it serves as an effective communication tool for HR updates.

Coordinate employee communication efforts, such as newsletters and announcements, to keep staff informed.

Employee Engagement:

Drive employee engagement initiatives to enhance workplace culture and morale.

Organize events, recognition programs, and other activities to promote a positive work environment.

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Key Outcomes:

Effective Team Management & Performance:

Achieve a team performance score of 90% or higher by setting clear objectives and providing consistent coaching.

Reduce employee support response time by 20% through efficient management of email and phone inquiries.

Improved Employee Development & Lifecycle Management:

Increase employee retention by 15% through effective development programs and career progression opportunities.

Achieve a 95% satisfaction rate in employee lifecycle processes, such as onboarding and exit procedures.

Accurate and Compliant HR Operations:

Maintain a 100% compliance rate in responding to government inquiries and legal requirements.

Reduce discrepancies in payroll and benefits administration by 25% through regular audits and process improvements.

Enhanced Reporting & Data-Driven Decision Making:

Provide senior management with accurate HR metrics and reports that support strategic planning.

Implement at least three data-driven process improvements annually based on reporting analysis.

Increased Employee Engagement & Feedback Utilization:

Improve employee engagement scores by 10% through targeted initiatives and action plans based on feedback.

Increase participation in engagement surveys and feedback programs by 20%.

Streamlined HR Processes & Policy Compliance:

Achieve a 30% reduction in HR process completion time by implementing process improvements.

Ensure 100% of HR policies are reviewed and updated annually, with employees trained on any changes.

Proactive High-Risk Query Handling & Issue Resolution:

Resolve 95% of high-risk employee queries within the target resolution time frame.

Decrease the number of escalated cases by 20% through proactive issue handling and training.

Effective Strategic HR Planning & Alignment:

Contribute to the successful execution of HR strategies that align with overall business goals.

Implement at least two strategic HR initiatives per year that positively impact workforce planning and organizational development.

Qualifications:

• MBA in Human Resources Management, or a related field; Master's degree is a plus.
• 5 to 9 years of experience in resource management and HR shared services.
• Strong understanding of HR/ People management methodologies.
• Excellent organizational and multitasking skills, with the ability to prioritize tasks effectively.
• Strong interpersonal and communication skills, with a collaborative approach to problem-solving.
• Proficiency in resource management software and tools (e.g., MS Project, etc.)

Preferred Skills:

• MS Office Suite skills
• Workday will be an added advantage
• Microsoft Office Programs and excellent interpersonal and communication skills are also necessary
• Shared Services ethos and key drivers for success
• HR related tools
• Local Labor regulations
• Privacy laws and applicable benefits and payroll regulations
• Workday
• Excel

Work Environment:

This role typically operates in an office environment, with opportunities for remote work.

This job description provides a clear framework for the HR Specialist role, emphasizing key responsibilities and expected outcomes to align with organizational objectives.