The document outlines the key responsibilities and tasks of a Human Resources Manager. It discusses areas such as recruiting and staffing, performance management, employee relations, compensation and benefits administration, training, policy development, and ensuring regulatory compliance. It also lists necessary qualifications like a university diploma, professional certificates, strong communication and problem-solving skills, and 6 years of HR experience including 2 years as an HR manager.

1. these areas of responsibility.
Recruiting.
Hiring.
Training.
Organization Development.
Communication.
Performance Management.
Coaching.
Policy Recommendation.
Salary and Benefits.
Team Building.
Employee Relations.
Leadership.
The Human Resources generalist is responsible for all or part of these areas:
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.
Key Responsibilities of Manager - HR:
Recruited 450+ people for current organization in 9 locations at a time
Plan, develop and implement strategy for HR management and development (including
recruitment and selection policy/practices, discipline, grievance, counselling, pay and conditions,
contracts, training and development, succession planning, moral and motivation, culture and
attitude development, performance appraisal and quality management issues)
Designing and Implementing Policies and Procedures to monitor functioning per policies
Manpower planning, Preparation of Budgets, Recruitment, Selection, Organizing Induction
Establish and maintain appropriate systems for measuring necessary aspects of HR development
Prepared HRD Manual as handbook for HOD’s decision making on different personnel/HR Issues
Monitor, measure and report on HR issues, opportunities and development plans and
achievement within agreed formats and timescales
Manage and develop direct reporting staff
Manage and control departmental expenditure within agreed budgets.
Compensation Benchmarking & Planning
Salary & Wage Administration
Formulate Leave Policy and Monitor the procedures and process.
Liaise with other functional / departmental head so as to understand all necessary aspects and
needs of HR development, and to ensure they are fully informed of HR objectives, purpose and
achievements

2. Maintain awareness and knowledge of latest HR development theory and methods and provide
suitable interpretation to directors, managers and staff within the organization
Contribute to the evaluation and development of HR strategy and performance in co-operation
with the executive team
Ensure activities meet with and integrate with organizational requirement for quality management,
health and safety, legal requirement, environmental policies and general duty of care
Audit and authenticate all documents related to legal, salary statements and distribution, policies
etc.
Develop and Maintain healthy relation with Govt. and Non Govt. Organizations for better and fast
functioning of organization
Plan for employee’s performance appraisal; develop tools for appraisal, job evaluation and
development
Plan and direct for Training of employee including senior managers, maintain contact with outside
resources for training.
Produce and submit the payroll journal and the Headcount report to Finance Department on a
monthly basis
Industrial Relations : Handling of all Labour Laws and Conciliation
II/ KEY TASKS OF HR MANAGER
1. Recruitment and Selection
• Maintain up-to-date recruitment progress report, talent database and all related staffing
communication.
• Process all local recruitment requests in an effective and efficient manner.
• Managing orientation program for employee to the business and culture.
2. Training and Development
• Interface with Group HR and external vendors and suppliers for the implementation of
corporate training or training programs to meet the business needs where appropriate.
• Identify key skills, specialty skills and propose training needs accordingly.
• Managing, communicating and delivering important projects that impact other parts of the
organization.
3. Compensation and Benefits
• Monitor and alert the regional human resources director to any variance between the budgeted
and actual salaries and headcount.
• Occasionally, produce and submit information to for “knowledge sharing” with Group HR.
• To be 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).
• Gather all necessary data to benchmark salaries and benefits.
• Compile all data needed for the annual salary review, and the annual performance appraisal
analysis.

3. • Provide recommendations and support to HR representatives (mainly Finance Directors) across
the region.
• Provide information to Expatriate staffs regarding C&B (Tax; Social Benefits).
4. Employee Relations
• To detect and handle complaints, disputes and grievances of all staffs and to report them to the
Regional Human Resources Director
• To foster a conducive working environment through employee relations activities and
communication
• To conduct exit and grievance interviews with all departments/staffs
• To assist in handling all local labor tribunal cases
5. Rules and Regulations
• To review the staffs rules and regulations (or employee handbook) on a regular basis
• To create and implement the employee staff rules and regulations for newly created
subsidiaries in the region
6. Budget, financial management
• Submit the Personnel Budget for all personnel costs and Headcount to Finance Department.
Produce and submit the yearly tax returns for all staffs on a yearly basis.
• Produce and submit the payroll journal and the Headcount report to Finance Department on a
monthly basis.
• To submit the Personnel latest estimates for all personnel costs and headcount to Finance
Department on a quarterly basis.
7. Human resource information system
• Maintain smooth running of the Human Resources Information System.
• Monitor timely update of personnel records (personal details, position, salary, appraisal
outcomes, leave records, training and awards).
• Organize locally and produce SAP Group HR reporting.
III / JOB SPECIFICATION OF HR MANAGER
1. Knowledge
• University diploma
• Professional certificates as requirements
• HR knowledge
• Having knowledge of business sector of company
2. Skills

4. • Strategic planning,
• complex problem resolution and general management expertise.
• Outstanding communication and presentation skills.
• High level of interpersonal skills and integrity;
• solid team player.
• Creative, forward thinker.
• coaching and leadership skills
• Strong presentation and facilitation skills.
3. Experiences
• Minimum of 6 years human resources experience.
• Minimum of 2 years HR manager experience.
• Preferable to have experience in FCMG.
• ISO experience would be an advantage.
4. Abilities
• Ability to influence senior management, establish and maintain collaborative partnerships and
provide thought leadership.
• Ability to architect and drive change
• Ability to lead in a global, matrixed environment
• A flexible team player with a proven ability to work successfully in a matrix reporting
environment.
• Proven ability to build strong working relationships, internal and external to the organization.
Other useful materials
1. All sample of human resources job description
http://www.humanresources.hrvinet.com/human-resource-job-description/
2. Human resources KPI
http://www.humanresources.hrvinet.com/human-resources-kpi/

5. Talent acquisition
Preparation of HR annual operating plan with focus on manpower planning
Manpower planning, Recruitment & Induction:
Preparation of Budgets, Recruitment, Selection, Organizing Induction
Performance Management:
Responsible for the implementation of Performance Management System for staff and Executives,
twice a year. Processing of confirmation and probation letters, coordinating in releasing increment
letters & feedback on appraisal process.
Welfare & engagement:
Devising and organizing welfare and engagement process with the motive of open and transparent
communication culture. For the same initiated focus group meeting, joint participatory forums
consist of Productivity, Discipline, Cultural & Canteen.
All these initiative has resulted in productive and positive culture.
Time Office and Compensation & Benefit:
Time office functions; ensure discipline at shop floor; Salary administration, perks & Benefits.
Grievance Management:
Devising and implementing Grievance redressal process.

6. HR MIS & HR Portal:
Prepare a Monthly HRMIS report (Budget Vs Actual, Salaries & Wages, New joinees, Separations,
Recruitment Status, Transfers, Training Mandays, IR situation at Units, Statutory report) etc.
Budget:
Monitoring financial HR budgets
Learning & Development:
Coordinate L&D activities with Corporate L&D Team.
Mediclaim:
Renewal & processing Mediclaim Policies to specified employees
Vendor Development:
Identified various vendor for HR & Admin requirements
IR:
Managing, along with the concerned dept. coordinator, all issues for the employees, settlements
(from pre-settlement to post settlement) and ensuring Industrial peace.
All workmen related issues.
Statutory Compliances:
Payroll inputs, leave and attendance (including the related support to staff and executives)
Contract Labor Management
Managing relationships with related government agencies

7. Leave and attendance management (for both workmen and staff)
………………………………………………………………………………………………………………………………………………
Designing Core HR policies for India and Corporate Offices in line with Newell Rubbermaid. (US &
Asia Pacific)
Implementing Policies and Procedures to monitor functioning per policies.
Prepare Job description for each role and responsibility.
Plan employee job levels and designations.
Compensation Benchmarking & Planning - Watson Wyatt.
Head Count Planning viz. employees, trainees and interns.
Appraisal procedures / ratings.
Promotion & Career Path Policy.
Induction Program / Joining formalities.
Employee Severance & Exit formalities.
Formulate Leave Policy and Monitor the procedures and process.
Training Policy.
Organizing various team building activities.
Plan and Implement various training programs by working with Departmental Heads and MD.
Health, Accident and Life Insurance Policy along with Retirement benefits like PF, Gratuity, and
Pension etc.
Recruitment Policies.
Sourcing of resumes from various avenues for required positions.
Formulate and Conduct test / Evaluation process.
Maintain & Manage Recruitment Database.
Developing and implementing company policy.
Employee Handbook & Induction.
Performance Appraisal.
Salary & Wage Administration.
…………………………………………………………………………………………………………………………………
- Recruited 2000+ people for starting the organisaion in 18 places at a time.
- Prepared inputs and guiding for development of employee master and payroll in oracle
- Prepared HRD Manual as hand book for hod’s decision making on different personnel/HR
Issues
…………………………………………………………………………………………………………………………
Industrial Relations : Handling of all Labour Laws and Conciliation Proceeding ,
Grievance Handling , Lisioning with statutory and civil authorities from time to time.
To attend labour courts, tribunal’s etc. and concillation proceedings and dealing
with existing trade union on behalf of company.