HR Advisor

TVH


Date: 4 days ago
City: Pune, Maharashtra
Contract type: Full time
KRAs For Talent Acquisition

  • Sourcing and Candidate Attraction:
    • Lead the Talent Acquisition function and actions to find and attract qualified candidates through various channels.
    • Develop and implement effective sourcing strategies in line with TVH Global Talent Acquisition Centre of Excellence processes.
    • Administer and interpret psychometric testing and assessment tools in line with TVH global process.
  • Recruitment Process Efficiency:
    • Ensure speed and effectiveness of the hiring process. Including streamlining workflows, minimizing time-to-hire, and optimizing resource allocation.
  • Quality of Hire:
    • Ensure that hired candidates meet or exceed performance expectations, including assessing candidate qualifications, skills, and cultural fit.
  • Candidate & Hiring Manager Experience:
    • Provide a positive and engaging experience for all candidates throughout the recruitment process, Including clear communication, timely feedback, and a professional demeanor.
    • Ensure the Hiring Manager is engaged, kept well informed and satisfied with the professionalism and support of the Talent Acquisition function and activities.
  • Talent Pipeline Development:
    • Build and maintain a pool of qualified candidates for future hiring needs.
    • Proactive engagement with potential candidates and networking.
  • Diversity and Inclusion in Hiring:
    • Ensure that the hiring process is fair and equitable, and that it results in a diverse workforce.
KRAs For Pre-Onboarding

  • Administrative Readiness:
    • Ensure all necessary paperwork, system access, and logistical arrangements are completed before the new hire's start date. This may include things like contract completion, background checks.
  • Information Provision:
    • Provide the new hire with essential information about the company, their role, and what to expect on their first day. Including but not limited to delivering employee handbooks, company policies, and first-day agendas, coordinating onboarding and induction activities.
  • Engagement and Communication:
    • Maintain consistent and positive communication with the new hire to build excitement and address any concerns including regular check-ins, answering questions, and fostering a sense of belonging.
  • Workspace and Tool Preparation:
    • Ensure the new hire is enabled with all the physical and digital tools needed to begin working. This includes computer setup, email accounts, and workspace readiness.
KRAs For Onboarding

  • Role Integration and Performance Clarity:
    • Ensuring the new hire understands their role, responsibilities, and performance expectations through providing clear job descriptions, setting goals, and establishing performance metrics.
  • Cultural Assimilation:
    • Integrate the new hire into the company's culture, values, and norms.
    • This involves facilitating introductions, providing cultural training, and promoting team integration.
  • Relationship Building and Networking:
    • Ensure the new hire is able to build relationships with co-workers, and other important people within the company including introductions, team building activities, and encouraging networking.
KRAs For HRIS Support

  • Timely and Accurate Issue Resolution:
    • Quickly and correctly resolve HRIS-related inquiries and problems.Involving efficient troubleshooting and problem-solving skills.
    • HRIS including but not limited to - Workday, Peakon,etc.
  • User Support and Education:
    • Provide clear and helpful guidance to users on how to effectively use the HRIS.
    • Including developing user-friendly resources, conducting training sessions, and providing ongoing support.
  • Data Integrity and Accuracy:
    • Ensuring the accuracy and consistency of data within the HRIS. Monitor data entries, identifying and correcting errors, and maintaining data security.
  • System Knowledge and Expertise:
    • Develop a depth of knowledge and expertise in the HRIS, including functionalities, capabilities, and limitations. It involves staying up-to-date on system updates and enhancements.
KRAs For Offboarding

  • Smooth Administrative Process:
    • Ensure all administrative tasks related to the employee's departure are completed accurately and efficiently. Including final pay calculations, benefits termination, and system access revocation.
  • Knowledge Transfer and Documentation:
    • Work alongside People leaders to ensure the process for capturing and transferring the departing employee's knowledge and expertise. This involves documenting processes, conducting knowledge transfer sessions, and ensuring a seamless handover of responsibilities.
  • Exit Interviews and Feedback Collection:
    • Undertake valuable feedback from departing employees to identify areas for improvement. This includes conducting structured exit interviews, analyzing feedback data and transferring details into the HRIS.
  • Positive Employee Experience and Brand Management:
    • Ensure that the offboarding process is conducted with professionalism and respect, leaving a positive impression on the departing employee. This includes maintaining open communication, providing support during the transition, and preserving the company's reputation.
  • Compliance and Legal Requirements:
    • All offboarding activities are to be conducted in compliance with applicable labor laws and regulations. This includes proper documentation, and adherence to company policy.
  • System and access termination.
    • Removal of the departed employees' access to all systems, and physical locations.
KRAs Employee And Business Support

  • Employee Inquiry Resolution:
    • Efficiently and accurately address employee inquiries related to HR policies, procedures, benefits, and other HR-related matters. It involves providing timely and helpful responses via various channels (e.g., phone, email, in-person).
  • Policy and Procedure Guidance:
    • Provide clear and accurate guidance to employees on HR policies and procedures, ensuring understanding and compliance. Support in explaining complex HR concepts in a user-friendly manner.
  • Employee Relations Support:
    • Focus on providing support to employees with employee relations concerns, including conflict resolution, grievance handling, and performance-related issues. It includes providing guidance to employees regarding company policy regarding workplace conduct.
  • Documentation and Record Keeping:
    • Maintain accurate and up-to-date employee records, ensuring compliance with data privacy regulations.
    • Process HR-related paperwork and ensure proper documentation.
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