Assistant Manager - Human Resources-Panchkula
DHL —Panchkula, Haryana
7h
Assistant Manager - Human Resources
Marriott International, Inc —Chandigarh, Chandigarh
- Full-time
- No experience needed
- 12th Pass
- Human resources
AM HR
Walnut Medical Private Ltd. —Mohali, Punjab
- ₹30,000 - ₹40,000 a month
- Full-time
- Human resources
- In-person
- Manufacturing
- Health insurance
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Assistant Manager - Human Resources-Panchkula

DHL -
Panchkula, Haryana

Apply Now

Job details

7 hours ago

Qualifications

Succession planning

Full job description

Assistant Manager – Human Resources (Branch HR)

Job Title

Senior Executive – Human Resources

Function

Human Resources

Reporting to

Regional Human Resources Manager

Location

New Delhi (North Branch Office)

1. Purpose

Lead the Human Resource function in the branch by ensuring timely and efficient delivery of HR services as per the defined policies, processes and SLAs .

2. Key Responsibilities

Responsibilities

Strategic

Serve as a pivotal member of the HR team responsible for representing HR at the branch looking into all functional related KPIs.
Build and maintain networks and relationships with Industry Associations/ Forums and other HR Professionals in the branch to promote the organization
Build and maintain strong relations with government bodies in the branch such as Department of Labor, recruitment vendors, industry peers, HR consulting firms, etc.

Financial

Ensure adherence to the branch HR budget

Operational

Build high level of employee engagement and satisfaction in the branch
Drive the conduct of various employee engagement initiatives like branch/service center/hub visits, one-to-one/ group communication sessions etc in the branch
Ensure timely handling of employee grievances in the branch
Drive performance management process in the branch and ensure its closure as per timelines
Drive the implementation of succession planning practices in the branch by identifying successors for critical positions and administering individual development plans for the identified talent
Establish an open and responsive communication process in the branch by encouraging employees to provide periodic feedback and raise any grievances

HR Operations

Ensure timely inputs are sent to central HR Operations team on various employee related information
Ensure adherence to HR policies, processes and SLAs for various HR activities in the branch including full and final settlement, maintenance of personnel files, maintaining leave and attendance data, administration of various employee benefit policies etc

Key Result Areas and Key Performance Indicators

S. No.

Key Result Areas

Key Performance Indicators

Adherence to budget

% Adherence to the branch HR budget

Ensure delivery of various HR services to the branch

Overall adherence to TATs and timelines for various HR related processes in the branch including
- Recruitment (including joining formalities)
- Probation/ Confirmation
- PMS
- Promotion related processes
- Employee Grievance redressal
- Exit formalities
- Payroll
- HR Operations

% coverage of employees in employee engagement and communication initiatives in the branch

Ensure timely response to employee queries in the branch

% queries responded within defined timelines and % escalated

Ensure the effectiveness of recruitment related processes

Joining ratio (persons joining as compared to the total offers made)
% Adherence to timelines for completion of pre-joining formalities

Maintenance of MIS and documentation

Timely and accurate maintenance of MIS on recruitment details in terms of recruitment TAT, rejection ratio, interview costs etc

Drive employee morale and engagement in branch

Employee Engagement Scores/ Index

Employee feedback on employee engagement and involvement initiatives

Ensure retention of employees

% Attrition (annualized) i.e. (Dismissals + Disability Retirements + Layoffs + Resignations)/(Total headcount at month-end)

% Regretted attrition (i.e. Attrition of identified high performers)/ Retention Rate of identified high performers

Drive employee capability building

Average number of Training Man days per employee in the branch per year

Succession Planning

% critical jobs in branch with successors identified

Number of identified successors for whom IDPs have been developed

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