Our Sr. HR Analyst is a proactive individual who is self- driven and is familiar with HR practices. We are looking forward to bringing onboard an experienced professional who possess exceptional interpersonal and management skills.
This Individual should also be a go-getter and innovative with commendable leadership skills who is ready to take on new challenges.
This role requires you to be innovative and have strong attention to detail with passion for problem-solving, know how to energize cross-functional teams around a problem, use data to devise strategies.
Minimum Qualifications :
Bachelor’s degree and / or Master's in HR or related subject.
Experienced Professional having 3 Years - 4 Years of relevant experience.
Exceptional people management, communication, interpersonal, analytical and negotiation skills with expertise of HR concepts, practices, legislation, and procedures.
Provide HR services including; talent acquisition / recruitment, employment processing, induction, performance evaluation, organizational development, succession planning, retention, legal compliance and employee relations.
Working on special projects with the management.
Help in automation of processes.
Conduct orientation and onboarding activities.
Liason with placement offices of various universities and strategizing recruitment
Conducting performance appraisal meetings, creating increment reports and compensation analysis to share with the management.
Research and review competency models for the current and vacant positions in the organization. Design, modify and develop standards for competency assessment for recruitment, development, and promotion of employees.
Process automation is a vital part of the day to day tasks.
Conducting 360 appraisals and competency surveys of leads.
Develop best recruitment strategies to market, attract, screen, evaluate, select, induct and engage the suitable candidates to enhance diversity, performance, culture and retention.
Consult and negotiate with Compensation experts in the HR department on salary and classification decisions to meet staffing and compensation goals.
Consistently interview managers and members to document and identify changes in responsibilities; update JD’s and recommend classification and grade implementation.
Monitor and evaluate the performance of employees according to the set KPIs / KRIs and objectives. Advising management on policies and procedures necessary to advance individual performance in alignment with business objectives.
Handle employee grievances and performance issues, counsel leads and resources on preventing and resolving workplace problems and mediate disputes by building trust and effective communication.
Design and implement employee professional growth programs to develop human capital and increase organizations productivity.
Manage HCM, manuals, handbook, policies, guidelines, standards and processes in compliance with the ISMS policies.