Manager HR - INTECH & SENSYS
Intech Process Automation
Total des années d'expérience :18 years, 10 Mois
- Responsible for managing end-to-end HR functions, guiding the management of a full spectrum of HR operations, systems and programs.
- Responsible for managing end-to-end HR functions, guiding the management of a full spectrum of HR operations, systems and programs.
- Strategic partner of management on people issues (guide, consult, and support).
- Implementation of policies, processes etc. relevant across all divisions.
- Implementation of HR processes like Performance management, promotions, salary increases etc.
- Responsible for Incident management (complaints, grievances)
- Operational responsibilities like exit interviews, induction, issue-resolution with other functional teams and related employee advocacy.
- Focus on recruiting and retention issues. Evaluate feasibility of unique work arrangements; work with business to improve job content.
- Advice and partner managers and employees in all generalist HR matters, with particular focus on performance management, career development, succession planning, and managing change.
- Responsible for setting strategy and action plan to recruit high-level technical candidates on a project basis for critical client opening on technology side.
- Involved in process improvement, organization realignment, strategic planning, forecasting, and estimating.
- Interacting with existing Clients and establishing a very good relationship with new clients.
- Involved with the market research team in gathering, analyzing and reviewing market, competitor and service intelligence.
- Practiced numerous sourcing strategies including referral generation, ad placement, position postings, direct sourcing/cold calling and networking to develop a qualified pool of candidates.
- Used an internal database, Internet sites and referrals to source active and passive candidates for contract, contract -to-perm, and permanent positions.
- Responsible for mentoring and providing on-going training and support for new recruiters and serve as a resource for learning and navigating corporate policies and procedures
- Lead resource team which includes resource personnel from Permanent team
- Marketing - Reverse marketing candidates to various companies dependent on profile
- Lead Generation - Developing new business through candidate market information
- Account management - Dining and socializing with clients to build business r/ships
- Training - Training new recruits on the technology recruitment cycle
- Candidate sourcing through job advertisements, head hunting, candidate referrals and internal database
- Database Management - System updates with candidate and client information
- Competitor Analysis - Reviewing jobs posted by other agencies
- Job Ad Creation for local papers and all recruitment websites and forums
- Behavioral, technical and psychological interviewing - phone/face to face
- Candidate Interview coaching - Prepping candidates on interview techniques and styles of questioning prior to their client interview
- Conducting detailed reference checks with previous/current managers and colleagues