HR Generalist – KRA’s & KPI’s

a) Development of HR Department (HR Policies, Forms, Employee Handbook, HR Manual)

b) Interview Applicants to Obtain Information on Work History, Training, Education and Job Skills.
c) Contact Applicants to Inform them of Employment Possibilities, Considerations and Selection.
d) Inform Potential Applicants about Facilities, Operations, Benefits, and Job or Career Opportunities
in Organizations.
e) Screen and Refer Applicants to Hiring Personnel in The Organization, Making Hiring
Recommendations When Appropriate.
f) Timely completion of Onboarding & Joining Formalities, conduct proper induction and orientation
to increase employee productivity
g) Handling Employee Database (Both in Soft Form and Files Management)
h) Serve as a Link Between Management and Employees by Handling Questions, Interpreting and
Administering Contracts and Helping Resolve Work Related Problems.
i) Plan, Direct, Supervise, And Coordinate Work Activities of Subordinates and Staff Relating to
Employment, Compensation, Labor Relations and Employee Relations
j) Leaves and Attendance Management.
k) Timely completion of Payroll & Benefits management. Timely submission of Payroll to Accounts
Department for payment
l) Managing Advance Salary, Statutory Bonuses, Gratuity, Labour Welfare Fund, Loans etc.
m) Confirmations, Performance Appraisals, Performance Management. Initiate the Appraisal process
on probation period for confirmation, Bi Annual, Annual Appraisals
n) Liaison with Various Consultants, external vendors etc.
o) Motivate Employees on Day-To-Day Basis.
p) Stop All Type of Rumors and Misleading Communication
q) Administering Disciplinary Procedures.
r) Plan and Conduct New Employee Orientation to Foster Positive Attitude Towards Organizational
Objectives.
s) Role In “Employee Engagement” … Winning the Trust of The Employee and Hence Can Help the
Organization in Controlling the Attrition.
t) Exit-Interviews
u) Full and Final Settlement.
KEY RESULT AREAS
Human Resource Management:

Recruitment/ Induction/ Exit Formalities:

 Formulating and implementing best HR practices, policies & initiatives aiming at

employee welfare and retention.
 Supervising complete recruitment life-cycle for sourcing the best talent from diverse
sources after identification of manpower requirements.
 Short listing resumes and arranging technical training for the staff and verifying
documents and employment screening/ background verification of new joined employees.
 Taking care of the employee salaries on par with other region cum industry base.
 Managing appraisal process across the levels and establishing framework for
substantiating performance appraisal system linked to reward management.
 Handling entire performance appraisal process across levels and establishing framework
for substantiating performance appraisal system linked to reward management
 Handling pay sheets, appointments and recruitment structure.
 Identifying training needs across levels through mapping of skills required for particular
positions and analysis of the existing level of competencies along with directing an
effective Attendance System.
 Conducting exit interviews and overseeing separation actions like full & final settlements

Employee Welfare & Engagement:

 Ensuring resolution of employee grievances by adopting methods like counseling and

establishing works committee.
 Undertaking employee engagement activities and policy driven process for various
celebrations of employees and giving award to the best employees for their performances.
 Preparing and editing in-house Business Magazine

Training & Development:

 Identifying training & development needs within an organization through job analysis,
appraisal schemes and regular consultation with Business Managers.
 Designing and expanding training and development programs based on both the
organization's and the individual's needs as well as developing effective induction
programs.

Compensation and Benefits:

 Preparing and submitting the Annual Personnel Budget for all personnel costs and
Headcount to Zonal Head -HR
  Monitoring and alerting the Zonal human resources Head to any variance between the
budgeted and actual salaries and headcount.
 Producing and submitting information to for “knowledge sharing” with Group HR.
 Working as an In-charge of payroll administration and to make all necessary co-ordination
to make a smooth and efficient operation (variable compensation, overtime, expatriates
compensation, special payments).
 Gathering all necessary data to benchmark salaries and benefits and responsible for Zone
salary input for final payroll process.
 Compiling all data needed for the annual salary review, and the annual performance
appraisal analysis.

Industrial Relations:

 Liaising with Govt. Authorities like Factory Inspector, G.L.O., Labour Commissioner,
Electrical, P.F. Inspector, E.S.I. Inspector, GPCB, Dept. of explosive, etc.
 Managing all the activities to get fresh Factory License & Drawing approvals procedure
for new project
 Working in adherence to all the statutory acts related to the Labour laws including the
Factories Act for the worl environment at factory, Contract Labour Act applied on the
contractual labour and Industrial Labour Act for the industrial workers.
 Coordinating with legal experts and attending court, disciplinary and legal matters.
 Submitting consolidated labour laws returns & forms along with representing
organization in QMS and EMS Audits.

General Administration:

 Handling all administrative activities like maintenance of office equipment, transport,

housekeeping & maintenance of office and record keeping of office stationery including
various formats.
 Monitoring adherence to statutory regulations & compliance with various governmental
agencies; monitoring disciplinary issues & legal matters.
 Ensuring adherence to statutory compliance in areas of Factory, IR and the social security
legislations as well as involved in modification of piece rate wages schemes, etc.
 Preparing MIS reports on a weekly / monthly or quarterly basis.