HUMAN RESOURCES EXECUTIVE

ROLE DEFINITION

The HR will be responsible for recruiting, screening, interviewing, and placing workers. He/She must also handle employee relations, appraisal, benefits, and skill training. He/She should also plan, direct and coordinate the administrative functions of an organization and enhance employee engagement.

RESPONSIBILITY DELIVERABLES

• RECRUITMENT, ONBOARDING AND EXIT PROCESS
  
• EMPLOYEE MANAGEMENT
  
• TRAINING & PRE IMPLEMENTATION
  
• CLIENT FEEDBACK
  

TASKS & ACTIVITIES

1. RECRUITMENT, ONBOARDING AND EXIT PROCESS

RECRUITMENT

• Creation of a Role Clarity Sheet and ensuring that the individual who is assigned the role is fully aware of the roles and target
  
• Planning and foreseeing the hiring procedures
  
• Selection of best-fit candidates with the support of the Department head
  
• Necessary background verification of selected candidates.
  
• Offer Letter creation and transfer
  
• Follow up till a smooth transition within the team
  
• Handling related software like HRMS, & Hiring platforms.
  

ONBOARDING

• Briefing on AATMIA 3 CIRCLES STRATEGY & with the help of the respective TL get their PRE Plan framed.
  
• Introducing relevant Zoho Tools
  
• Culture Charter briefing
  
• Set action plan for Competency Development
  

EXIT PROCESS

• Get the exit questionnaire filled out by the employee
  
• Transfer of Company property and Data
  
• Ensure a smooth exit
  

2. EMPLOYEE MANAGEMENT

• Maintenance of quality performance
  
• Regular record keeping, performance reviews, and constant evaluations
  
• Creation of employee benefit management ideas and skill development
  
• Effective conflict resolution with the neutral demeanor
  
• Ensure smooth running of grievance procedures.
  
• Stay aware of state and federal regulations and their effect on the company
  
• Creation of company policies and procedures and their enforcement
  
• Understanding the vision and core of the company and making sure the team abides by it.
  
• Employer branding and making sure the employees follow a niche work culture.
  
• Ensuring Employee retention
  
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3. TRAINING

• Through a competency development plan arrange training for employees
  
• Based on quality evaluation and CDP give relevant feedback to the employees
  

CLIENT FEEDBACK

• Conduct outbound calls to clients in order to gather feedback and assess their satisfaction levels, adhering to the designated feedback collection process for each package offered.
  
• Analyze client satisfaction ratings and take appropriate actions based on the feedback received. If a client rates their experience below 4, promptly notify the Team Leader (TL) and provide them with a detailed report.
  
• Collaborate with the relevant team member and their TL to develop a strategic action plan for resolving any identified issues. Assign appropriate tasks to address the concerns raised by clients.
  
• Facilitate effective communication between team members and their respective TLs to ensure swift implementation of the action plan and resolution of client issues.
  
• Maintain accurate records of client feedback, actions taken, and progress made in resolving issues for future reference and analysis.
  

MEASUREMENT METRICS

• No. of effective hires
  
• No. of interactions
  
• No. of successful PRE implemented.
  
• Effectiveness of quality enforcement.