Background of The Organisation
The Organisation, established in 2009, is a Public Charitable Trust that works towards creating an equitable society to enhance quality of life for all through the empowerment of marginalized and underprivileged communities in India. The Organisation works for the Health and Wellbeing of remote and under-served groups, with an additional focus on children, persons with disabilities and women. The Organisation also works for holistic Education and Livelihood development of our communities. Our Two-Fold Strategy involves identifying and working within Aspirational Districts and high poverty index in the North, North-East and East regions within specific states, as well as catering to lower-income and migratory populations in cities, through urban programs.
Over its 15 years of existence, The Organisation has reached more than 35 million beneficiaries through its programs. The Organisation works with communities through direct implementation of projects on the ground in addition to providing local management and monitoring support to not-for-profit organizations in India funded through The Organisation USA and RIST.
General Information
• Location: Gurugram
• Type of Employment: Permanent
• No. of Position: 01
• Reporting to: Manager- HR
1. Job purpose
The HR Manager will be responsible for managing all HR functions for the Delhi NCR region. This includes overseeing recruitment, induction, training, employee engagement, performance management, data management, compliance, and other HR-related tasks.
2. Key Accountabilities
a) Recruitment & Talent Acquisition
o Develop and implement strategic talent acquisition plans tailored for the region to meet the organization’s growing needs.
o Source candidates using a mix of channels, including job portals, social media, networking events, and campus recruitment, to build a robust talent pipeline.
o Conduct in-depth interviews, evaluate candidates against job requirements, and work with hiring managers to select the best candidates.
o Regularly review and update job descriptions to reflect the evolving roles and responsibilities.
b) Onboarding & Induction
o Design and execute a comprehensive onboarding and induction program that aligns with Organisation’s values and culture, ensuring new employees have a seamless transition.
o Partner with different departments to create orientation schedules and ensure the timely delivery of onboarding materials.
o Gather feedback from new employees post-induction to enhance the onboarding process.
c) Employee Engagement & Relations
o Lead initiatives to enhance employee satisfaction and foster a culture of recognition and inclusivity.
o Organize and facilitate team-building activities, workshops, and events that boost morale and strengthen team dynamics.
o Act as a liaison between management and employees, addressing concerns proactively to promote a harmonious work environment.
o Conduct regular pulse surveys and gather employee feedback to assess the work climate and recommend improvements.
d) Training & Development
o Collaborate with department heads to identify skill gaps and implement targeted training programs to bridge them.
o Develop a structured learning and development roadmap to promote continuous professional growth and align with career progression plans.
o Track training participation and evaluate outcomes to refine future training initiatives.
o Stay updated on industry trends and incorporate relevant learning tools and resources.
e) Performance Management
o Oversee the performance appraisal process and provide guidance to managers on goal-setting, mid-year reviews, and annual assessments.
o Conduct training for managers on delivering constructive feedback and fostering a performance-oriented culture.
o Support employees in creating personal development plans and align them with business goals for career advancement.
f) Compliance & Documentation
o Ensure HR processes and documentation adhere to legal standards and best practices, including maintaining up-to-date labor law compliance.
o Keep meticulous records of employment contracts, amendments, and termination procedures.
o Lead audits to verify compliance and manage any potential issues or violations.
g) Payroll & Compensation Support
o Liaise with the finance department to ensure accurate payroll processing, including calculating earnings, deductions, and other relevant components.
o Review payroll data for accuracy and resolve discrepancies promptly.
o Provide input for compensation benchmarking and support the development of competitive salary structures.
h) HR Policies & Process Improvement
o Review and update HR policies and procedures regularly to ensure alignment with organizational goals and industry standards.
o Develop and refine HR workflows and processes to increase efficiency and improve employee experiences.
o Foster a culture of continuous improvement by collecting feedback and initiating HR projects aimed at modernizing practices.
i) Reporting & Management Information Systems (MIS)
o Compile and present comprehensive HR reports, including metrics on recruitment, turnover, training outcomes, and employee satisfaction.
o Manage the HRMS and ensure data accuracy and confidentiality.
o Analyze HR data to identify trends and insights that inform strategic decisions.
j) Vendor & External Relations Management
o Build relationships with recruitment agencies, training consultants, and other service providers to secure the best services at optimal costs.
o Negotiate contracts with external vendors and ensure timely payments and performance tracking.
o Represent The Organisation in external HR forums and networking events to build the organization’s reputation as an employer of choice.
k) Employee Insurance Management:
Responsible for overseeing all aspects of employee insurance administration, including policy renewals, additions, and deletions. This role involves coordinating with the insurance provider to ensure timely renewals, processing changes in employee coverage status, and addressing queries related to insurance benefits. The team member will maintain accurate records of all insurance-related transactions, ensuring compliance with organizational and regulatory guidelines.
3. Key interactions
• Head Office Accountant
• Head Office HR
• Regional Office Staff
• Project Accountant
• Project HR
4. Other Indicative Requirements
Educational Qualifications
• Graduate in any discipline, Masters preferred.
Functional / Technical Skills and Relevant Experience & Other requirements (Behavioural, Language, Certifications etc.)
• 6 to 7 years’ total HR experience
• Preferably from Social Development sector
• Experience in HRMS & ATS Keka will be preferred
• Computer Skills: Must be proficient in Word, PowerPoint, Excel.
• Knowledge of HR functions (pay & benefits, recruitment, training & development etc.)
• Interpersonal skills to form effective working relationships with people at all levels
• Ability to analyse, interpret and explain employment and other laws.
• Outstanding organizational and time-management abilities
• Excellent communication and interpersonal skills
• Problem-solving and decision-making aptitude
• Ethical and dependable
Interested candidates please share your resume at:
contact@pmspl.net.in
The Organisation is an equal opportunity employer that encourages women, people with disabilities and those from economically and socially excluded communities with the requisite skills and qualifications to apply for positions. We do not discriminate in employment on the basis of caste, creed, religion, sex, sexual orientation, marital status, disability, or any other such matter.
- Salary : As per company rules and regulations
- Exprience : 6.0 To 7.0 Year
- Job Description Link: Click Here
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Keyskills
Company Profile
Peopable Management Services Private Limited
- Peopable Management Services Private Limited is a Human Resource Management Company focused on the hiring of staff for the Social Sector in India.
