HR GENERALIST

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Position Description: The Human Resources Generalist manages the day-to-day operations of the Human Resource office. The HR Generalist manages the administration of the human resources policies, procedures and programs. The HR Generalist carries out responsibilities in the following functional areas: departmental development, Human Resource Information Systems (HRIS), employee relations, training and development, benefits, compensation, organizational development, and employment. Roles & Responsibilities:
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recruiting and staffing logistics; organizational and space planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns and reporting; employee orientation, development, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee communication; compensation and benefits administration; employee safety, welfare, wellness and health; and employee services and counseling.

CORE HUMAN RESOURCES
Roles & Responsibilities:
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plan and manage recruitment and selection of staff plan and conduct new employee orientation identify and manage training and development needs for employees develop and implement human resources policies and procedures administer HR policies and procedures administer compensation and benefits ensure compensation and benefits are in line with company policies and legislation benchmark compensation and benefits support annual salary review implement and monitor performance management system handle employee complaints, grievances and disputes administer employee discipline processes conduct exit interviews

and Quality team and validate data. deploy formats. Monitor implementation of MIS processes and evaluate their effectiveness. Preparing Workflow MIS reports and forecasting workforce availability based on data collected and trend analysis. (I. Preparation of monthly Performance Status Reports to Senior Management Collate. Ad Hoc data collection. Understand requirements. Provide information to management and meet weekly to ensure consistency in data and information across the company. Produce and support existing reports and processes Review history of current reporting usedKanalyze for time utilization. and report Generation. Analyze and Present company performance details quarterly and half yearly. Data Storage. Data/ Field Formatting. Creating MIS/ Dashboard report and presenting it to the concern Department. Undertake Trend Analysis of Data and Automation of reports. maintain.    review and update employee rules and regulations maintain the human resource information system and employee database coordinate employee safety. Make company performance reports and analyzing them from company prospect. Prepare Quality dashboards to report progress made through quality initiatives and report overall quality level in the organization. Quality and Client Service reports. MIS EXECUTIVE Roles & Responsibilities: • • • • • • • • • • • • • • • • • • • • Creating and maintaining reports in Excel & MS SQL Server that allows the company to get information on daily business activities. design formats. e. consistency and accuracy. welfare and wellness maintain knowledge of legal requirements and government reporting regulations affecting HR functions. Standardize similar reports across clients. Measure and develop service level targets against Best in class benchmarks. departments and teams. analysis and reporting as required. Design reporting formats to provide accurate information in a clear and concise manner. follow up with Business development Team. Day-to-Day Analysis of MIS Reports . Generate. analyze & present daily/ weekly/ monthly Sales. Client Services Department. Maintain all details of service agreements with clients.

Represent the management at meetings that involve employee benefits. Assisting in the development of human resource procedures and policies. Maintaining and developing the filing system of personnel. prepare documentation and make recommendations for corrective/disciplinary actions. Administering the performance of management system. . benefits. compensation and discipline issues. Advising staff regarding personnel. and events. procedures and job opportunities. Evaluating risks and giving advices for risk management procedures. interpreting. Counseling applicants and employees on rules. and implementing procedures and applications. HR ADMIN Roles & Responsibilities: • • • • • • • • • • • • • • • • • • • • Conducting with and advising management and supervising human resource issues. Supporting in completion of job application materials and documents. Ensuring the execution of criminal record checks fully in a timely effective manner. Supervise the maintenance of employee personnel records. Performing or supervising payroll processing. Administering the probationary review time periods. programs. and making recommendations depending on findings. Preparing. Initiate and conduct timely investigations. Liaising with payroll. absence recording. Assisting the human resource officer with the maintenance and development of human resource procedures and policies. ensuring complete accuracy and confidentiality. processes. information and reports. Contributing to HR projects like introducing an induction program. investigating human resource related problems and making recommendations to the organization.HR EMPLOYEE RELATIONS Roles & Responsibilities: • • • • Support and/or coordinate new hire orientations. and pay issues. and holiday recording systems. developing. and preparation of employment interviews and tests. Establishing. Providing data for and preparing management information reports and documents. policies. Administering staff benefits. Providing HR advice and support to line managers and employees. explaining procedures and policies in a timely effective manner. organizing and supervising the maintenance of department records. analyzing and approving a variety of data. Entering data into the database or HR system for maintaining accurate records. reviewing. and practices. benefits. policies.

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