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HR Generalist

The document outlines the key responsibilities of an HR Generalist role including analyzing organizational manpower needs, conducting recruitment, managing employee performance and relations, implementing training programs, and ensuring compliance. The HR Generalist is responsible for tasks such as recruiting for various positions, onboarding new employees, executing the performance management system, developing tools to track branch visits, designing exit processes, and hiring 2000 junior officers over two months. The professional summary highlights over 10 years of experience managing various HR functions like recruitment, performance management, employee relations, and statutory compliance.

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Saptak Samadder
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21 views4 pages

HR Generalist

The document outlines the key responsibilities of an HR Generalist role including analyzing organizational manpower needs, conducting recruitment, managing employee performance and relations, implementing training programs, and ensuring compliance. The HR Generalist is responsible for tasks such as recruiting for various positions, onboarding new employees, executing the performance management system, developing tools to track branch visits, designing exit processes, and hiring 2000 junior officers over two months. The professional summary highlights over 10 years of experience managing various HR functions like recruitment, performance management, employee relations, and statutory compliance.

Uploaded by

Saptak Samadder
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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HR Generalist

1. Key responsibilities 1:

 Analyse the need of the organization in terms of manpower.

 Make a proper plan to fulfil the need of organization.

 Fill the post of organizations by the recruitment drive.

 Understand the improving areas of organization by taking feedback timely.

 Conduct many programs for motivating and stress busting for employees.

 Make the coordination with the accounts department.

 Keep observing the employee's performance.

 Train the new employees.

2. Key responsibilities 2:

 Employee Relations.

 Providing an enabling workplace by effective and timely resolution of employee grievances


and ensuring compliance to policies and code of conduct by the employees.

 Visiting branches across the region to interact with employees across levels to understand
their concerns and ensuring consistent implementation of HR policies and programmers.

 Conducting employee communication sessions for employees across various profiles.

 Driving the successful execution of training programmers by sensitizing employees and


reporting managers to ensure their adequate participation.

 Responsible for facilitating discussions of employees in various talent panels for identifying
and coding of HIPOTS in the region.

 Upholding HRIS accuracy for every employee in the region.

 Responsible for managing employee transfers / relocation to ensure optimum manpower


utilization.

 Recruitment.

 Responsible for recruitment of various critical positions in Retail Branch Banking using OPQ.

 Responsible for smooth on board of all employees in North Zone.

 Driving the XXXX PO Program by managing end to end recruitment across cities.

 Responsible for conducting campus recruitment processes in top B- Schools as a panellist.

 Performance Management System.

 Executed Performance Management System for all employees in Retail Banking Group in
NCR (employee strength – 3900).
 Ensured timely execution of all processes involved in the PMS cycle.

 Resolved employee queries post the PMS cycle.

 Online Branch Visit Tracker.

 Designed and developed a branch visit tracker along with the IT department to increase
visits by HR Managers.

 Tracker aids in planning visits, provides vital information and documents reports of previous
visits.

 Bottom Rated Exits.

 Designed and developed bottom rated exit process for the bank.

 Centrally responsible along with business and HR Heads for identifying employees who had
shown an improvement in performance.

 Executed the process for verticals and regions along with Employee Relations Managers.

 Junior Officer Recruitment.

 Organized and conducted recruitment for a new entry level band (Junior Officers) at various
locations in the East Zone.

 Hired and on boarded 2000 new employees for this level in 2 months.

 Designed a standardized process for updating of data and ensuring accuracy of information.

Professional summary

 Over X years of established professional credentials of successfully managing HR


Department, Pre & Post Recruitment process, Employee induction, Performance
Management, Employee Relations, Training & Development, Statutory Compliances,
Manpower Planning, Grievance Handling, IR etc.

 Developed improved strategies for business process development in close coordination with
managers at top echelon of organization.

 Experience of developing employee handbooks in mutual interest of employer and


employees.

 Expertise in HR Audits, Competency Mapping, HRM and complete Organizational


Development.

 Highly diverse experience in HRD, OD, HRM, CAPACITY BUILDING, PMS, BEHAVIOURAL
TRAININGS.

 Experience of Administration department.

 Initiate positive changes in companies Learning Development Strategy.

Accomplishment:

 Successfully revised & implemented company policy on HR related issues.


 Have implemented performance management system, for continuous performance
evaluation, implemented gap analysis through such evaluations and arranged for skills
enhancement through trainings and workshops for improvement of overall productivity.
 Managed the admin activities independently as per the expectation of the company.
 Develop an absolute transparent culture among the employees and HR.
 Started the exit interview system for the first time.
 Reduced the number of grievances effectively.
 Controlled Attrition.
 Prepared Training Calendar.
 Managing 2 Manufacturing Units of Company.
 Helpdesk for workers.
 Identified KRA and KPI OF staff at all levels.
 Instrumental in Employees Engagement Policy.
 Perfect implementation of IR activities.
 Hundred percent implementation of statutory compliances.
Some screenshots of a resume

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