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  • HRDP Notes

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    Vineesha Chelani
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    This document describes the job purpose, responsibilities, and requirements for a Human Resource Development Trainee position. The trainee will handle HR operations to meet talent needs, ensure engagement in a performance-driven culture, and adhere to corporate guidelines and budgets. Key responsibilities include recruitment, compensation, benefits administration, employee relations, and compliance. The trainee should have a degree in human resources and experience with HR policies, labor laws, and people management.

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    This document describes the job purpose, responsibilities, and requirements for a Human Resource Development Trainee position. The trainee will handle HR operations to meet talent needs, ensure engagement in a performance-driven culture, and adhere to corporate guidelines and budgets. Key responsibilities include recruitment, compensation, benefits administration, employee relations, and compliance. The trainee should have a degree in human resources and experience with HR policies, labor laws, and people management.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    15 views3 pages

    HRDP Notes

    Uploaded by

    Vineesha Chelani
    This document describes the job purpose, responsibilities, and requirements for a Human Resource Development Trainee position. The trainee will handle HR operations to meet talent needs, ensure engagement in a performance-driven culture, and adhere to corporate guidelines and budgets. Key responsibilities include recruitment, compensation, benefits administration, employee relations, and compliance. The trainee should have a degree in human resources and experience with HR policies, labor laws, and people management.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Flag for inappropriate content
    Download as docx, pdf, or txt
    of 3

    Title: Human Resource Development Trainee

    Reports To: Human Resource Manager

    Job Level: HL- D/ CS

    Function: Support

    Job Family: Human Resources

    Job Purpose
    To handle HR operations for the company's long and short term talent requirement within the
    corporate guidelines, legal requirements and financial budget limits with the objective of
    achieving high level of associate engagement in a performance driven culture.

    Job Description

     Implement the strategy, monitor adherence to plans and budgets, and take steps for
    improvement. Provide inputs to the HR Manager on improvements of hotel related
    policies. Successfully implement of any policy rolled out from the corporate at the hotel
    level without any deviation on the defined standards.
     Assess the overall workforce requirement and forecast the attrition level and business
    performance for the year. Make the manpower budget for the year.
     Identify and evaluate sources of recruitment - websites/consultants/ campus/ internal
    mobility. Post internal job opportunities on the portal and coordinate applications and
    interviews, empanel consultants and schedule interviews based on profiles received,
    conduct campus interview procedures and screen candidates for further interviews.
    Make offers & negotiate salary based on guidelines. Conduct reference checks and
    organize pre-employment formalities, induction and orientation.
     Conduct salary fitment within the laid down guidelines at the time of recruiting. Update
    the payroll database with respect to information on new joiners, separations, salary
    revisions, promotions and increments and contract renewal on a monthly basis.
    Periodically review manpower budget and payroll cost. Maintain accurate reports.
     Implement and monitor Reward & Recognition activities. Identify high performers in
    consultation with line managers and develop ways of recognizing them after approval of
    the HR Manager. Send communication mailers at regular intervals. Motivate associates
    to participate.
     Coordinate with HODs to implement employee engagement initiatives. Address and
    resolve employee grievances.

    1
     Form a CSR committee in the hotel along with the Manager HR, identify the potential
    activity which can be rolled out in the financial year, send the proposal to the corporate,
    and start to implement the identified initiatives.
     Allocate job responsibilities to subordinates and monitor attendance records. Check if
    leaves in the system correspond to the leave card. Generate attendance report and send
    to HODs for counter checking. Review the employee musters on a monthly basis.
     Supervise exit interviews for all employees who resign. Counsel and attempt to retain.
    Record the feedback and ensure smooth exit by giving directions for completing
    settlement and relieving formalities. Identify reasons for employee turnover. Draw up
    plans for retention.
     Identify alternate manpower suppliers on an ongoing basis. Participate in the
    negotiation process and finalize the costs and terms and conditions. Coordinate with the
    contractors to ensure quality manpower is provided in the desired time frame. Conduct
    vendor surveys and review on a half yearly basis.
     Implement all terms finalized as a part of the union settlement and ensure adherence to
    the same. Coordinate with the union members on various welfare related issues and
    handle grievances as raised by them.
     Monitor and ensure all records are updated and prepare the team for all internal and
    external audits.
     In addition to the above mentioned duties and job functions, any other assignment
    given by the management within the scope of job.
     Adherence to the Tata code of conduct, safety policies and values of the organization as
    defined.

    Major Areas of Responsibility


     Monitoring and ensuring activities like recruitment, full & final settlement, salary cycle,
    leave calculation, etc. takes place accurately and within as per given standards.
     Assessing the overall workforce requirement and forecast the attrition level; cushion the
    unit by making talent resourcing plans accordingly.
     Monitoring all the exits & separations; strive for retaining the employees and study the
    reason of existing attrition.
     Regularly review all legal compliances and renew licenses as and when required.

    Qualifications and Experience


     Degree in Human Resources
     Understanding of HR policies, labor laws and statutory compliances, business
    understanding, market trends and competitor analysis

    2
     People Management, Listening & Empathy, Interpersonal & Networking Skills, Conflict
    Management, Analytical Ability

    Directly Reports
    Human Resources Manager

    Key Customers
    Immediate team, managers and associates from support departments, vendors, suppliers and
    internal and external auditors, government bodies.

    Key Success Metrics


    Performance against budgets, Percentage of retention of key talent, Employee attrition rate,
    Employee Engagement Score, Audit scores, Adherence to licenses & legal compliances.

    Language Proficiency
    Should be fluent in both English, Hindi.

    Travel
    Should be flexible to move within the company according to requirement and also for personal
    growth.

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