Job Title

Role In Discussion: Head OF Human ResourcesRole Brief: To setup formal, structured HR Function and Setup a Strong Foundation for future expansion and stability.Role Brief & KRA's1.Strategic HR Planning & Policy Development:- HR Function: Establish the HR Function and its Sub-functions in the organization - Align HR Strategy with Business Goals: Understand the Turnkey Interior firm's strategic objectives and ensure HR initiatives support them. - Develop and Implement HR Policies: Create and maintain HR policies that are compliant with labor laws and industry best practices. - HR Budget Management: Manage the HR budget effectively and ensure resources are allocated appropriately. - Develop and Implement Performance Management System: Design and implement a fair and measurable performance management system. - Succession Planning: Identify and develop potential leaders to ensure business continuity. - Employer Branding: Develop and implement an employer branding strategy - Digitization: Plan and implement Digitization of HR Process - Develop & Budget seasonal/contractual Needs: Outline the types of roles needed, timelines for recruitment, training & onboarding processes.2. Talent Acquisition- Conduct workforce planning: Analyze current and future workforce needs to ensure the company has the right people in the right roles at the right time. - Develop and implement hiring strategies: Focus on attracting and hiring qualified candidates for various leadership, management, office staff & construction roles, including skilled labour, engineers and project managers. - Partner with Local Agencies: Identify & Establish relationships with recruitment agencies specializing in industry specific talent, and tap into a skilled pool of scheduled & seasonal/contractual workers. - Utilize Online Job Boards: Advertise positions on platforms frequented by Prospective Talent. - Leverage social media: Use social media to reach potential candidates, showcasing project opportunities, Growth and company culture. Also align Hiring Initiatives with Marketing to foster the right company image. - Manage the recruitment process: Oversee job postings, screening resumes, conducting interviews, and making hiring decisions. - Manage onboarding and offboarding: Ensure a smooth and positive onboarding experience for new hires and a professional offboarding process for departing employees. - Plan & Manage Hiring Budget: Continuously strive to keep the Hiring Cost within the allocated budget, drive initiatives to reduce the Hiring Cost3. Training, Leadership Development & Succession Planning- Training Function Setup: Setup an Internal Training function to Deliver Product/Project specific Training to new Hire's - External Trainings: Identify External Training Agencies for overall Holistic development of employees - Operational Trainings: Ensure employees are adequately trained and developed to meet the company’s operational demands. - Leadership Training: Develop leadership capabilities within the company and plan for succession in key roles.4. Compliance & Legal Adherence- Labor Laws: Formulate and implement policies in accordance within local state laws. Ensure the organization adheres to all labour laws, industry standards, and safety regulations. - Documentation & Records: Maintain accurate records of permanent & seasonal/contractual employee information, including contracts, training records, and performance evaluations. - Employee Diversity: Foster a diverse and inclusive workplace. - Transparency: Develop and maintain an employee handbook that clearly outlines company policies and procedures.5. Employee Retention, Engagement & Satisfaction- Create a positive candidate experience: Ensure a smooth and positive experience for candidates throughout the recruitment process. - Foster a positive employee experience: Create a workplace that is engaging, inclusive, and supportive, where employees feel valued and motivated. - Promote employee advocacy: Encourage employees to share their positive experiences with the company and its culture.6. Compensation & Benefits- Develop and manage competitive compensation and benefits packages to attract and retain employees.7. HR Operational Efficiency- Streamline HR operations to ensure maximum efficiency and drive digitalization of HR process.8. Workforce Planning & Optimization- Ensure optimal workforce planning and efficient use of resources.9. Health & Safety Initiatives- Ensure the safety and wellbeing of all employees, particularly on construction sites.10. Employee Relations & Conflict Resolution- Maintain positive employee relations and effectively manage conflicts.11. HR Strategy & Alignment with Business Goals- Align HR strategies with the overall business strategy of the organization.12. Managing seasonal/contractual/Contractual Workforce:- Understand seasonal/contractual Employment Regulations: Familiarize yourself with local and national regulations governing seasonal/contractual employment, including minimum wage, overtime pay, and benefits. - Maintain Accurate Records: Keep detailed records of all seasonal/contractual/Contractual hires, including employment contracts, pay stubs, and attendance records. - Provide Necessary Training: Ensure that all seasonal/contractual workers receive adequate training on safety procedures, job-specific tasks, and company policies. - Communicate Effectively: Maintain open and regular communication with seasonal/contractual workers, addressing any concerns or questions promptly. - Provide Regular Feedback: Offer constructive feedback on performance and provide opportunities for skill development. - Plan for Transition: Develop a plan for transitioning seasonal/contractual workers out of the workforce at the end of their contracts, ensuring a smooth and positive experience.13. Employer Branding Strategy & Execution:- Develop and implement an employer branding strategy: Define the company's values, culture, and employee experience, and translate them into a compelling employer brand. - Align HR practices with the employer brand: Ensure that recruitment, onboarding, training, and employee relations processes reinforce the brand promise. - Promote the employer brand internally and externally: Share the company's values and culture with current and potential employees through various channels. - Monitor and measure the effectiveness of the employer brand: Track key metrics like employee engagement, retention, and applicant quality to assess the impact of your efforts.14.Collaboration, Communication & Engagement:- Communicate the company's brand values and mission effectively: Ensure that all employees understand and are aligned with the company's brand. - Foster a culture of open communication: Encourage feedback and create opportunities for employees to share their ideas and concerns. - Recognize and reward employee contributions: Celebrate successes and acknowledge employee achievements to boost morale and engagement. - Work closely with the marketing and communications teams: Ensure that the employer brand message is consistent across all channels. - Collaborate with other HR functions: Ensure that all HR practices are aligned with the employer brand strategy. - Seek feedback and input from employees: Regularly solicit feedback from employees to ensure that the employer brand remains relevant and authentic.