1. Daily HR Task Case Solving
• Address employee queries and concerns related to HR policies, payroll, benefits, and compliance.
• Resolve employee grievances.
• Maintain a log of daily HR cases and track resolution times for process improvement.
2. Employee Onboarding
• Conduct pre-boarding activities such as document collection and verification.
• Organize and facilitate orientation sessions for new hires.
• Assign mentors or buddy programs to ensure a smooth onboarding experience.
• Ensure all IT, security, and administrative setups are completed before the first day.
• Track new hire progress and engagement during the probation period.
3. Employee Relations & Engagement
• Develop and implement employee engagement activities.
• Conduct regular check-ins and feedback sessions with employees.
• Act as a mediator in employee disputes and foster a positive work environment.
• Conduct exit interviews and analyze feedback to improve employee retention.
4. Training & Development for New Joiners
• Assess training needs for new employees based on job roles and responsibilities.
• Develop training materials, including manuals, presentations, and e-learning content.
• Schedule and conduct training sessions in collaboration with the other team members
• Evaluate training effectiveness through feedback and performance assessments.
• Maintain training records and ensure continuous learning opportunities.
5. Payroll & Benefits Management
• Process payroll accurately and ensure timely disbursement of salaries.
• Manage employee benefits such as health insurance, leave policies, and retirement plans.
• Address payroll discrepancies and resolve employee concerns.
• Stay updated on tax regulations and deductions to ensure compliance.
• Coordinate with finance and accounting teams for payroll audits and reporting.
6. Compliance & HR Policies (EMEA Region)
• Ensure adherence to local labor laws and employment regulations in the EMEA region.
• Regularly update HR policies to align with regulatory changes.
• Conduct compliance training and awareness programs for employees.
• Handle legal matters related to employment contracts, terminations, and workplace disputes.
• Maintain accurate documentation for audits and compliance reporting.
7. HR Analytics & Reporting
• Collect and analyze HR metrics, employee satisfaction, and productivity.
• Prepare reports and dashboards for leadership insights.
• Use data-driven decision-making to improve HR processes.
• Implement HR technology solutions to automate and enhance HR functions.
8. Auditing Daily HR Cases
• Perform regular audits of HR records to ensure accuracy and completeness.
• Review employee files and HR case resolutions for compliance.
• Identify trends and issues from audit results and suggest corrective actions.
• Implement best practices for case management and record-keeping.
9. SOP Creation
• Develop Standard Operating Procedures (SOPs) for all HR functions.
• Document workflows for onboarding, payroll processing, grievance handling, etc.
• Ensure SOPs are regularly updated based on regulatory and organizational changes.
• Train HR staff on adherence to established SOPs.
10. Process Implementation & Improvement
• Identify gaps in existing HR processes and recommend improvements.
• Implement HR best practices for efficiency and effectiveness.
• Automate repetitive HR tasks through technology solutions.
Monitor process implementation and track improvements in efficiency.
Requirements
• Bachelor Degree• 2+ years in operations
• Proficiency in HR Management Systems (HRMS) and HR analytics tools.
• Knowledge of payroll and benefits administration platforms.
• Understanding of employment laws and compliance requirements.
• Data analysis and reporting skills using Excel, or similar tools.
• Process documentation and SOP creation expertise.
• Proficiency in audit and compliance tracking.
• Project management capabilities for process improvement initiatives.
• Strong interpersonal and communication skills.
• Conflict resolution and negotiation abilities.
• Empathy and active listening.
• Adaptability to changing HR policies and business needs.
• Ability to handle confidential and sensitive information with discretion.
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