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Key Responsibilities:

- Recruitment & Onboarding:

o Assist in the end-to-end recruitment process, including sourcing,

screening, shortlisting candidates, and scheduling interviews.

o Prepare and manage offer letters, employment contracts, and other documentation related to recruitment.

o Conduct onboarding for current hires, ensuring they are properly integrated into the organization.

- Employee Records Management:

o Maintain and update new hired and existing employees records in the system.

o Ensure the accuracy and confidentiality of employee data.

- Training Needs Assessment:

o Conduct regular assessments to identify training needs for employees at all levels.

o Collaborate with department heads and team leaders to identify training needs across various departments.

o Conduct surveys, interviews, and focus groups to determine skill gaps and development opportunities for employees.

- Training Program Design & Development:

o Manage overall designing and developing effective training programs,

modules, workshops, and materials based on identified needs.

o Create training materials (manuals, e-learning modules, presentation slides) aligned with industry standards, safety protocols, and company policies.

o Ensure training content aligns with company goals, culture, and the learning preferences of employees.

o Partner with external vendors or subject-matter experts to design specialized training programs when necessary.

- Training Delivery & Facilitation:

o Facilitate and deliver training sessions, workshops, and seminars for employees on various topics (soft skills, leadership development,

technical skills, compliance, functional skills etc) if so required.

o Use a variety of training methods, including e-learning, instructor-led sessions, on-the-job training and open house communication platforms.

o Ensure all employees are trained in safety, quality standards,

machinery operation, compliance, and soft skills.

o Evaluate and modify training methods and content to ensure they remain effective and relevant.

- Performance Monitoring & Evaluation:

o Track the effectiveness of training programs through feedback surveys,

quizzes, and performance assessments.

o Analyse post-training data to measure learning outcomes, knowledge retention, and employee performance improvements.

o Provide recommendations for continuous improvement in training programs based on feedback and results.

- Employee Development & Coaching:





o Support individual employee development plans by offering personalized coaching and mentoring.

o Identify high-potential employees and assist in their development through tailored training interventions.

- Compliance and Safety Training:

o Ensure that all training programs comply with legal regulations, safety standards, and company policies.

o Coordinate and deliver safety-related training, such as personal safety,

machine safety, and emergency response.

o Maintain records of training activities for audit purposes.

- Training Administration:

o Manage training schedules, logistics, and resources (room bookings,

materials, online platforms).

o Maintain accurate records of training sessions, attendance, and certifications.

o Ensure compliance with company policies and regulations during training activities.

- Learning & Development Reporting:

o Prepare reports on training activities, attendance, feedback, and outcomes for senior management and HR teams.

o Maintain an updated database of all employee training records and certifications.

- Continuous Learning & Development:

o Stay up to date with the latest trends, tools, and best practices in training and development.

o Attend professional development workshops or conferences to enhance personal knowledge and skills.

- Performance Appraisal Process:

o Assist in the planning and execution of annual and quarterly performance appraisal cycles.

o Coordinate with departments to ensure timely completion of performance evaluations for employees.

o Provide administrative support in tracking progress and completion of performance reviews.

- Goal Setting & Alignment:

o Work with managers and team leads to help set SMART goals for employees that align with organizational objectives.

o Ensure that employee goals are clearly defined, measurable, and consistently aligned with the company’s vision and strategy.

o Support managers in reviewing and updating goals periodically to ensure they remain relevant.

- Continuous Feedback & Coaching:

o Facilitate the continuous feedback process between managers and employees to ensure regular communication on performance.





o Assist in developing feedback mechanisms and provide guidance on delivering constructive feedback.

o Encourage coaching and mentoring initiatives to improve individual performance and skill development.

- Performance Improvement Plans (PIP):

o Assist in identifying employees who are underperforming and collaborate with managers to develop appropriate performance improvement plans.

o Track the progress of employees on PIPs and ensure that follow-up actions are taken to address performance gaps.

o Provide support to managers during the coaching process to ensure performance issues are managed effectively.

- Data Analysis & Reporting:

o Collect, analyse, and interpret performance data to identify trends,

patterns, and areas for improvement.

o Prepare and present performance management reports for HR leadership and department heads.

o Assist in creating dashboards or other performance metrics tools to track the effectiveness of the performance management system.

- Employee Rewards & Recognition:

o Collaborate with respective teams to identify training or development needs based on performance data.

o Assist in recognizing and rewarding top performers and contribute to initiatives that foster employee motivation and engagement.

o Ensure that recognition and rewards are aligned with the performance management system.

- Policy & Process Improvement:

o Contribute to the review and refinement of performance management policies, ensuring they are fair, transparent, and aligned with best practices.

o Help streamline performance management processes to ensure efficiency and ease of use for both managers and employees.

o Keep abreast of industry trends and best practices in performance management and propose improvements accordingly.

- Employee Relations & Engagement:

o Act as a point of contact for employees regarding HR-related queries and concerns.

o Assist in organizing employee engagement activities, team-building events, and recognition programs.

o Address employee grievances and support conflict resolution processes.

- Compliance & Policies:

o Ensure adherence to labour laws, company policies, and industry regulations.

o Assist in the preparation and implementation of HR policies and procedures.

o Maintain up-to-date knowledge of HR best practices and compliance regulations.

- HR Reporting & Documentation:

o Prepare HR reports and analyse trends in various HR functions like attendance, turnover, and performance.

o Maintain proper documentation for audits and compliance purposes.

📌 Officer / Executive - Human Resource (Anand)
🏢 SDP HR Solution
📍 Anand