Freelance HR Consultant
Freelance
Total des années d'expérience :18 years, 3 Mois
Advising management on human resources plans and processes
Analyzing the organization’s current HR programmes and suggesting solutions to existing problems
Developing, reviewing, and applying HR policies and procedures where necessary
Ensuring HR agendas are aligned with employment law issues
Formulating and retaining HR related reports
Acknowledging, suggesting and overseeing any changes related to workflow
Looking at new ways to generate and analyze data and reports
Auditing for any HR activities to ensure compliance
Creating and delivering HR related training sessions
Helping the companies for finding all kind of suitable candidate from the local market as per their requirements.
Department structuring and formation.
Recruited to revamp HR Department and introduce best practices into operation while managing the HR and Administration functions for the organization.
Member of the Top Management team and trusted senior advisor to the Managing Director and management team, actively participating in operations reviews and strategic planning.
Establish and maintain clear, responsive, and accessible HR systems (e.g. employee relations, recruitment/retention, benefits management, payroll, orientation)
Serve as a liaison between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems
Serve as a primary point person for employee inquiries and concerns including: addressing demands, grievances, absences, etc., refereeing disputes, participating in disciplinary and termination meetings, and conducting exit interviews.
Developing and conducting periodic trainings on HR policies, procedures and benefits. Partners with internal departments to develop training plans for the team or individuals; assists with department training including, but not limited to, assessing training needs, providing refresher training, and observing post-training performance to determine if training was successful.
Develop, implement and evaluate the performance management system, new staff orientation and on-boarding process; career-pathing program, staff wellness and recognition activities; and professional development policies and training program
Recruit and manage an appropriate team to promote a culture of high performance and continuous improvement that values learning and a commitment to quality
Establish and monitor staff performance and development goals, assign duties, set objectives, establish priorities, and conduct performance reviews
Design, develop, analyze and update the organization best practices HR Procedures, Employees Handbook, KPI’s, Job Descriptions, Evaluation Program and Employee Orientation
Managing a team of 6 persons serving approx. 1500 employees.
Develop and implement HR strategies and initiatives aligned with the overall business strategy.
Enhances the organization’s human resources by planning, implementing, and evaluating employee relations and human resources policies, programs, and practices.
Develop and monitor overall HR strategies, systems, and procedures across the organization
Manage the recruitment and selection process
Support current and future business needs through the development, engagement, motivation, and preservation of human capital
Nurture a positive working environment
Manages human resource staff by recruiting, selecting, orienting, and training employees.
Oversee and manage a performance appraisal system that drives high performance
Maintain pay plan and benefits program
Assess training needs to apply and monitor training programs
Report to management and provide decision support through HR metrics
Bridge management and employee relations by addressing demands, grievances or other issues.
Ensure legal compliance throughout human resource management.
Academics: Handling / coordinating Academic Section that is responsible for admissions, preparation of prospectus, advertisement and other visibility matters, counseling, preparation of results, distribution of degrees and prizes and holding the Convocation.
Human Resources: Handling / coordinating the HR that is responsible for advertisement, selection process, appointments, evaluations, career progression, superannuation, human resource planning, audit and management.
Materials Management: Handling / coordinating the MM that is responsible for all purchases, storage and installations, maintaining records of all stocks of assets and consumable.
Financial Management: Coordinating on all finances, Fee collection and audit issues, preparation of Annual budgets etc.
Administrative: Coordination with the holding Trust, maintenance of the Memorandum of Association, Rules and Regulations updated, Planning and organizing all regulatory bodies, their constitution, planning, meeting, minutes and circulations
General Administration: Coordination with Construction and Maintenance Section for planning, construction and maintenance of all properties, management of all academic, residential and office spaces, planning of all transportation facilities and their management, horticulture and campus upkeep.
Public and Media Interaction: Interaction with Public and Media, acting as spokesperson of the Organization.
H.R.D.: Evolve corporate Human Resource policy, Create a climate conducive to a positive response from the members of the company, Employee Development Programmes, Team Building, Motivation, and Communication, Establish a pro-active work culture, Create objective systems and procedures of Appraisals, Rewards & Punishments, Manpower Planning, Induction, Training, Personnel Manual.
Industrial Relations: Define Company’s HR. Policy, Create credibility & culture of fairness and objectivity, Build institutional and transaction relations at the collective levels, Terms and conditions of employment at all level to be clearly set out including mutual obligations, Welfare of employees.
Personnel Administration: Attendance and other time discipline areas to be streamlined, Employee Records, Codified procedures, Identification & elimination of wasteful practices.
Labour Law: All statutory compliance, Returns, Declarations etc.
Training:- Generate policies and procedures for continuous identification of training needs of the both workmen and the staff, Prepare training calendar for the company, Organize appropriate training Programmes each year by engaging suitable faculty from within or from outside, Follow up on all training activities and make suggestions for deployment to enhance utility of the human resource of the company.
Welfare: Evolve company's policy on Welfare of the employees at all levels, Device welfare schemes as would facilitate amelioration of difficulties of the employees in non-work situations and help his family members in comprehensive development, Emphasize adult literacy, education, self-reliance, health and hygiene awareness, income generation, vocational training and such other schemes as are most applicable.
General: Perpetual review of situation as regards the work, productivity, quality and interpersonal relations in the company, Evolve divisional M.I.S. and implement, Effective interface with other functional areas of the company, Achieve healthy, positive, two-way open communications within the division, Rigid compliance with company philosophy, policies and procedures, Effective documentation systems, Contribute to corporate thought.
a. Managing the recruitment process including: writing job descriptions, placing adverts in press or with online job boards or with recruitment consultants, arranging interviews, conducting interviews, making job offers, taking up references and organizing start dates.
b. Training and development including: carrying out induction with new employees, organizing training schedules and courses for new and existing staff, keeping training records up to date, obtaining feedback from employees for training received.
c. Develop HR processes and procedures and maintain/update existing procedures. Develop and/or implement company policies.
d. Company handbook develop company handbook if one is not in place. Maintain company handbook with relevant company updates.
e. Give HR guidance and advice to employees, line managers, senior management, and board as required.
f. Develop and/or maintain employee review process ensuring system is fair to both employee and the business, also ensuring timely reminders sent to line manager and employee when review is due.
g. Manage benefits process, ensuring all employees are aware of benefit entitlement and update as and when changes occur.
h. Maintain confidential HR database ensuring compliance with Data Protection laws of the country.
i. Keep abreast of employment law and current legislation in relation to HR. Ensure all new legislation is informed to relevant personnel.
General Administration:
Answering employee questions. Processing incoming mail. Creating and distributing documents. Providing customer service to organization employees. Serving as a point of contact with benefit vendors/administrators. Maintaining computer system by updating and entering data. Setting appointments and arranging meetings. Maintaining calendars of HR management team. Compiling reports and spreadsheets and preparing spreadsheets.
Recruitment/New Hire Process:
Participating in recruitment efforts. Posting job ads and organizing resumes and job applications. Scheduling job interviews and assisting in interview process. Collecting employment and tax information. Ensuring background and reference checks are completed, Preparing new employee files. Overseeing the completion of compensation and benefit documentation. Orienting new employees to the organization (setting up a designated log-in, workstation, email address, etc.)
Administering new employment assessments:
Serving as a point person for all new employee questions. Payroll and Benefits Administration. Processing payroll, which includes ensuring vacation and sick time are tracked in the system. Answering payroll questions. Facilitating resolutions to any payroll errors. Participating in benefits tasks, such as claim resolutions, reconciling benefits statements, and approving invoices for payment.
Record Maintenance:
Maintaining current HR files and databases. Updating and maintaining employee benefits. employment status, and similar records. Maintaining records related to grievances. performance reviews, and disciplinary actions. Performing file audits to ensure that all required employee documentation is collected and maintained. Performing payroll/benefit-related reconciliations. Performing payroll and benefits audits and recommending any correction action. Completing termination paperwork and assisting with exist interviews.
Specialization in Business administration
B.Com with Cooperation