●Talent Acquisition

Recruitment Strategy: Develop and implement recruitment strategies to attract diverse, high-quality candidates. Collaborate with hiring managers to understand job requirements and create detailed job descriptions.
Sourcing and Screening: Source candidates through various channels (job website, social media, networking events, headhunters). Screen resumes and conduct initial interviews to assess qualifications and fit.

Interview Coordination: Schedule and coordinate interviews with hiring managers. Conduct interviews using structured techniques to evaluate candidates.

Offer & Onboarding Management: Make job offers and ensure a smooth onboarding process for new hires. Maintain regular communication with candidates throughout the hiring process.

Relationship Building: Build and maintain relationships with stakeholders and external agencies. Promote the organization as an employer of choice and develop a network of potential candidates.

Reporting and Analytics: Track recruitment metrics (time-to-hire, etc.) and generate reports. Use data-driven insights to improve recruitment processes.

●Employee Relations

Employee Communication: Foster effective and transparent communication within the organization by planning, organizing, and executing various communication initiatives, such as all-hands meetings, team briefings, videos and posts etc. to ensure that employees are well-informed, engaged, and aligned with the company’s goals and values.

Employee Concerns and Feedback: Address and resolve employee concerns to ensure a fair, transparent, and supportive work environment and maintain high employee morale, foster trust, and promote a positive organizational culture by actively reacting to employee feedback from employee grievance, suggestion box and tea talk sessions, etc.

Employee Recognition: Develop and manage employee’s recognition programs, including but not limited to quarterly star program, yearly outstanding award program, quality star program and other additional recognition initiatives tailored to identify and reward top-performing employees. Ensure the process is fair, transparent, and aligned with organizational goals.
Employee Retention: Conduct exit interviews with departing employees, perform in-depth turnover analysis, and propose strategies to reduce attrition.

Employee Assistance Program

Program Management: Oversee the implementation and administration of the EAP to ensure it meets employee needs and aligns with organizational goals.
Employee Counselling: Facilitate the internal EAP team to provide short-term counseling and support services for issues like stress, mental health, substance abuse, and family concerns.

Compliance: Ensure all EAP services and records comply with privacy laws and regulations.

Education and Awareness: Develop and deliver educational materials and workshops on mental health, wellness, and work-life balance to raise awareness and reduce stigma.

Program Promotion: Promote the EAP to employees through various communication channels, ensuring they are aware of the available resources and how to access them.