Senior Manager – Human Resource

From 8 to 12 year(s) of experience
₹ 14,00,000 - 18,00,000 P.A.

Job Description

Roles and Responsibilities

What’s the purpose of this role?


HR exists to ensure that the people of the company collectively are inspired and enabled to collectively achieve the goals of the company, within the framework (values, purpose, strategy, governance standards etc) of the company. This role is key to ensuring that people realize their potential while contributing to the Org’s mission and objectives.

The purpose of this role is:

  • To take ownership of the People Strategy as a Business Partner. Conceptualize, drive and implement high impact, comprehensive and caring People programs, policies, practices, processes and procedures in line with the business strategyy, especially in the context of today’s post-pandemic workforce and workplace.

  • To act as an advocate of the company’s values and cultivate a best-in-class culture; nurturing the “employee experience”, enabling integration of the workforce with the company culture and shaping an empowered, capable, highly performance oriented workforce

  • To build productive relations with key stakeholders and employees; drive excellence, accountability and team-work through an aligned workforce.

  • This role is an end-end HR functional role in line with the business objectives and is expected to build a high credibility of the people function in the organization to make Neptunus a “Great Place to work”.


Strategic HR:

  • Drive Business Strategy: Build and drive the People Strategy in line with the Business strategy. Conceptualize impactful, sensitive and value add programs, policies, processes through HR function

  • Org Management: Facilitate the building of the strong Organization in line with the business model through ownership of the Organization Design,Hybrid Workplace, Structure, Job descriptions and relevant areas.

  • Change Management: Build and drive Change Management and transformational programs in line with the dynamic changes to the business. Prepare the organization culturally to adapt and adapt to the changing business demands on the individuals, teams and the overall organization,especially in the context of the higher demands of the post-pandemic workforce

  • Organization Development: Conceptualize and deploy organization development interventions and navigate the programs to ensure step-up of business/functional delivery in line with the business and customer demands. Analyze trends in the assigned functions and metric related to HR to develop solutions and programs and policies.

  • Values & Culture Management: Undertake custodianship of driving and institutionalizing the values of the company; Drive the Code of Conduct, alignment & adoption of the behaviors representing the culture of the organization in line with the values and deployment in true spirit.


Business Partnering - Capacity & Capability Building:


Workforce Planning:Develop & deploy the framework with the leadership for workforce planning; identification of staffing requirements in line with the business requirements. Ensure regular reviews and assessment in line with changing business requirements.

Talent Acquisition:

  • Ensure high quality talent and enhance the talent density of the organization through proactive sourcing, assessing, recruiting, on-boarding and safeguarding the settling down of the new joiners within defined timelines and business requirements

  • Drive a strong talent acquisition based on the “Who” framework (developed by Dr. Geoff Smart) through the policy, process, assessments, methodologies, planning and governance.

  • Build a “Employer Brand” in the Talent Market and create a strong presence for talent recruitment and retention.

  • Drive the capacity and pipeline management of talent availability in line with the dynamic business requirements.


Capability Building and Succession Planning:

  • Build and drive a strong competency-based (skill matrix driven) capability building framework based on the career path framework and deliver high impact business performance & growth oriented availability of talent.

  • Drive learning culture and build comprehensive learning programs to drive values, culture, leadership and overall personal development through level/role based tailor made programs to address current and futuristic needs of the organization.

  • Build a strong people leadership capability for shaping the organization & driving the futuristic growth needs of the organization.

  • Plan for Succession of all key roles so that people have constant evolution in roles



Business Partnering - Performance Management:


Performance Management:

  • Drive a comprehensive performance management framework from setting objectives to regular assessments. Program Manage the overall performance management system in line with the business strategic plans and objectives.


Talent and Career Management:


  • Conceptualize and implement programs to identify and nurture talent for the organization; provide insights for organization development; organization design, role enhancements, enrichment, promotions, growth, career management and other related areas.

  • Drive proactive retention strategies for a stable business growth

  • Drive extensive programs to shape careers for talent and grow from within philosophy. Manage program for career path framework, career conversations and the actions thereof.

Total Rewards:

  • Develop and deploy extensive and comprehensive Compensation, Employee Benefits & Policies, Rewards and Recognition programs in line with the business model, changing market dynamics and relevance in line with the roles & organization needs.

  • Drive employee compensation review process and timely roll- out the new compensation as per our compensation philosophy


Employee Championing & Employee Experience:

  • Employee connectand Social Glue: Ensure regular connect, 1-1s, surveys, understanding the employee mindset and driving actions to closure through such information/pulse gathering. Provide HR policy guidance and interpretation;Build the social glue in the Organisation so that people feel connected in the Hybrid workplace.

  • Discipline and Grievance Management: addressing the employee grievances through a structured and diligent approach. Driving the disciplinary issues.

  • Certifications: Drive the organization towards the best place/great place to work certifications.

  • Engagement Initiatives & Event Management: Deliver Employee experience and balance quality of work life through a comprehensive annual calendar of events (fun@work, Knowledge based, health (mental, physical, financial etc)

  • Internal Communication & Connect: Identify and drive communication points/programs to align, guide and engage the organization through the business partnering programs & employee engagement initiatives. Building a depth to a sensitive and empathetic communication strategy and deployment.

  • HR Guidance & Interpretation: Consult line managers and provide HR guidance & interpretation when appropriate on people related matters.


Supervisory Role of HR Functional Delivery

  • Supervising Policy deployment – Time, Attendance, Leave Management; Payroll Processing; Insurance Management; Employee Requests, queries resolution, Letter processing;

  • HR Quality Management

    • Develop and deploy a strong QMS (ISO-9000/15000) based HR processes & policies; assess at regular intervals; manage the quality audits, drive actions to closure and with high impact on business and employee experience.

  • Technology, Automation, Digital Initiatives:
    • Build and deploy a strong technology and automation base for all possible HR processes for efficient, effective, scalable people strategy, employee experience and process management and minimize manual work

    • Drive digital initiatives in people strategy including leveraging social media and other platforms (internal as well as external) to drive HR Branding

  • Analysis of HR Operations

    • Attrition analysis, retention analysis, action planning & implementation

    • Business Insights, program development and decision making

  • Quarterly / Biannual Audits: Ensuring time to time auditing on operations & documentation

  • Compliance Management: Drive the Compliance and Statutory Requirements (Labour Laws - Factory Act, EPF, MLWF, Bonus, Gratuity, Maternity, POSH, ESIC)


Behaviors / knowledge / skills:

Behaviors (Technical and Non-Technical):


Must have:

  • Should care about people and enable them to achieve their personal goals along with meeting organizational goals. Bring a high level of empathy to the people’s practice

  • Their personal values in life should align with Neptunus’ core values of Accountability, Excellence, Integrity, Safety, Teamwork and Stakeholder Delight


Knowledge (Functional and Non-Technical):


Must have:

  • Strong operational expertise in at least 3 HR areas mentioned above

  • Experience on driving OD Projects described above by working with other functional leaders (ex: Sales, Operations, Finance).

  • 5+ years of leading a team of at least 2-3 members.

Nice to have:
  • Experience in employment related laws and regulations of any industry

  • Reader and Implementer of industry-leading People Practices Trends and Industry Dynamics

Skills (Functional and Non-Technical):


Nice to Have:

  • Organized, process oriented with strong planning, project management and execution skills.

  • Ability to articulate thoughts and ideas, make presentations and drive corporate communications.

  • Technology Savvy:

    • Experience of leading workflow automation projects on any HRMS

    • Working with large data on spreadsheets - using formulae, analyzing and interpreting numbers to draw trends.


Other Benefits :-


1) Transparent CTC structure, in which all components go directly to different accounts of the individual - PF, Bonus, Gratuity, ESIC. No overheads that the company incurs are part of the CTC. 2) Group Mediclaim Policy for all, including for spouses and children.

3) Group Accident Policy

4) Children Health Fund, for medical requirements of children of Neptunites that insurance may not cover

5) Free Mental Health Counselling Sessions with professionals

6) Additional wealth creation opportunities via Growth Driver program

7) Fair and Transparent expenses ad reimbursement policy




Role:Head - HR

Salary: 14,00,000 - 18,00,000 P.A.

Industry:Engineering & Construction

Functional Area:Human Resources

Role Category:HR Operations

Employment Type:Full Time, Permanent

Education

PG:MBA/PGDM in Any Specialization

Company Profile

Neptunus Power Plant Services

What does Neptunus do and what’s in it for me?


In its 27th Year, Neptunus is a growth hungry, forward-looking organization with strong people and governance practices. We are at the forefront of the technology-led shift in operation and maintenance of large machines in the Marine, Oil & Gas, Industrial and Defence Sectors. We serve some of the biggest asset owners in India, South Asia, Africa and the Middle East. Due to our work, they run their equipment more reliably, consume less resources and reduce their carbon footprint. In 2022, we completed an acquisition of a cutting-edge French Technology Company that opens new avenues for global growth for us.


Neptunites have an opportunity to solve new challenges, learn new technologies, develop themselves and grow. Our transparent work environment, focus on learning beyond functions and exposure to global cultures makes individuals well-rounded business leaders. We offer high performers an opportunity to create wealth, and provide several perks and benefits to our team members. We strive to build a great team of connected individuals who can achieve their personal desires through a common goal. If you are hungry, self-motivated and able to deliver excellence, you will certainly thrive and advance your career at Neptunus.


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Contact Company:Neptunus Power Plant Services

Website:http://careers.neptunus-power.com