Senior Manager - Human Resources

Position: Senior Manager – Human Resources Principal Accountabilities: Talent acquisition, background verification and employee onboarding. Sourcing, attracting, and interviewing prospective employees to find the best match for a role. Plan interview and selection procedures, including screening calls, assessments and in-person interviews that supports a strong candidate experience Design job descriptions and interview questions that reflect each position’s requirements Lead employer branding initiatives Forecast quarterly and annual hiring needs by department Foster long-term relationships with past applicants and potential candidates Extend offers to successful candidates and salary negotiations . Offer letter generation & compensation structure mapping using market and peer data. Candidate background verification process management through Bendor Partnering the employees pre joining stage on all & sundry mandatory requirements necessary as per employee onboarding. Reporting wrt manpower plan, budgets, and TA metrices Employee Engagement Develop, implement, and analyze employee surveys to gather feedback on workplace satisfaction, identify areas for improvement, and track employee engagement trends. Design, plan, and execute employee engagement programs, activities, and initiatives that align with the organization’s goals and culture. Manage employee communication channels within the organization. Recognize and celebrate employee achievements and milestones through various recognition programs. Develop and coordinate wellness initiatives, programs, and activities to support employees’ physical and mental health, including stress management and work-life balance. Foster a diverse and inclusive workplace by implementing initiatives that promote equity, inclusivity, and respect for all employees. Organize and manage employee events, such as team-building activities, volunteer opportunities, and social gatherings, to strengthen interpersonal relationships and team cohesion. Learning & Development Developing and implementing learning strategies and programs Evaluate individual and organizational development needs Implement various learning methods companywide (e.g. coaching, job-shadowing, online training) Design and deliver e-learning courses, workshops and other trainings Assess the success of development plans and help employees make the most of learning opportunities Help managers develop their team members through career pathing Hire and oversee training and L&D Specialists Designing e-learning courses, career plans, workshops and more and track usage, NPS, skills levels etc Assessing employees' skills, performance and productivity to identify areas of improvement Ensuring training meets business requirements Implementing effective and purposeful training methods Maintaining LnD budgets and relationships with vendors and consultants Policy & Compliance New labor code implementation Implement HR policies and SOPs; conduct periodic policy training. Ensure compliance with applicable laws & periodic policy review Coordinate internal/external audits Performance, Rewards & People Development Run performance cycles (goal setting, mid-year/annual reviews, calibration, letters). Design and run productivity programs for sales teams Design and implement reward and recognition programs in the organization. HR Analytics & Insights Design, create and Publish dashboards and predictive analytics Provide insights for reviews; recommend data-backed interventions.