Accountable Area
Accountable for overall Toreva recruitment process, Ensure a smooth onboarding experiences for new hires, Implementation of HR Polices consistently across every functions, Maintain Toreva Information Management, Handle grievance management, mediating disputes and advise on disciplinary actions when needed, Employee separations process following, Ensure legal compliance across all HR activities, Stay updated on relevant employment/govt. laws and regulations and adapt HR practices.
Purpose of the Role
Overall purpose of Sr. Officer/Officer – Employee Relations – HR & TM is to effectively manage the employee lifecycle within the Toreva while ensuring compliance with legal regulations. Attract top talent through strategic recruitment efforts, facilitate smooth on boarding experiences for new hires, Ensure the accurate recording, organization, and analysis of employee data and informations, Ensure proper implementation of HR policies consistently across different functions to maintain a fair and supportive work environment. Handling employee grievances and separations in a professional and legally compliant manner, striving to resolve disputes amicably and manage terminations with sensitivity. Stay informed about relevant employment laws and regulations and ensure all HR practices align with legal requirements, minimize risks and foster a positive organizational culture conducive to employee satisfaction and productivity.Sr
Responsibilities
A. Recruitment:
- 1. Develop and execute recruitment strategies tailored to the Toreva's needs, including identifying target candidate demographics, utilizing appropriate recruitment channels (e.g., job boards, social media, professional networks)
- 2. Coordinate with functional lead/head for the approved JD and create the vacancy posts in collaboration with IT & MIS function as per the organizational needs.
- 3. Coordinate with relevant functions, screen resumes and applications to identify qualified candidates, assessing their skills, experience, and potential alignment with the Toreva's values.
- 4. Conduct initial phone screenings and interviews to evaluate candidates' suitability for the position, schedule, conduct interaction sessions, and assessments (scoring cards preparation and approval) to evaluate candidate qualifications.
- 5. Collaborate with relevant functions and assist them in making final hiring decisions, providing recommendations based on candidate assessments, interview feedback, and alignment with organizational objectives.
- 6. Collaborate with different outsourcing agencies/recruitment agencies for efficient profiles.
- 7. Responsible for recruitment reports and database management.
B. Onboarding Management:
- 1. Work closely with functional line managers /TBLT to schedule and organize appointment award sessions for new hires.
- 2. Coordinate orientation sessions to familiarize new hires with Toreva policies, culture, and procedures.
- 3. Guide new hires through the completion of required paperwork, including employment contracts, confidentiality agreements, tax forms, and benefits enrollment documents.
- 4. Serve as a primary point of contact and source of support for new employees as they navigate their initial days and weeks in the organization.
- 5. Provide new employees with essential information and resources, such as employee handbooks (as per the nature of employment), policy manuals, benefit enrollment materials, and IT access instructions.
- 6. Monitor new hire progress and satisfaction during the onboarding period, seeking feedback from both new employees and their line manager/head to identify areas for improvement and ensure a positive onboarding experience.
C. Policy implementation and process following:
- 1. Interpret and communicate HR policies, procedures, and guidelines to all functions at Toreva, ensuring a clear understanding of expectations and compliance requirements.
- 2. Develop and maintain up-to-date employee handbooks, policy manuals, and other relevant documentation, reflecting changes in company policies, legal regulations, and pharma industry standards.
- 3. Train employees/ line managers on HR policies and procedures, providing guidance and enforcement in day-to-day operations.
- 4. Monitor compliance with HR policies and regulations across all functions, conducting periodic audits and assessments to identify areas of non-compliance or potential risk.
- 5. Must have basic knowledge about first aid and action taken during emergency.
- 6. Investigate and address violations of HR policies or misconduct allegations promptly and fairly, following established disciplinary procedures and ensuring consistency and impartiality in enforcement.
- 7. Provide guidance and support to employees and line managers facing policy-related issues or challenges, offering clarification, mediation, and conflict resolution assistance as needed.
D. Information Management:
- 1. Oversees the management of information related to new hires, ensuring that all data and documents are accurately recorded, stored, and maintained in HR information systems or databases.
- 2. Maintain the "Torevians’ Employee Roaster," a comprehensive database containing information on all current employees, including their positions, departments, contact details, and employment status. This database serves as a central repository for HR-related data, facilitating efficient workforce planning, scheduling, and communication.
- 3. Prepare weekly and monthly personnel structure analyses report, to track changes in workforce composition, identify trends and patterns, and generate insights for management review and planning purposes.
- 4. Responsible for overseeing operational routine work, such as processing payroll, administering benefits programs, coordinating employee events or initiatives, and responding to employee inquiries or requests for information.
E. Grievance Management:
- 1. Ensure and communicate clear procedures for employees to raise concerns, complaints, or grievances, ensuring accessibility, confidentiality, and impartiality in the grievance process.
- 2. Receive and document employee complaints and grievances in a timely and confidential manner, maintaining accurate records of all relevant communications, investigations, and resolutions.
- 3. Collaborate with functional leads and conduct thorough and impartial investigations into employee grievances, gathering relevant information, interviewing witnesses, and evaluating evidence to determine the facts and underlying causes of the dispute.
- 4. Provide guidance and support to employees and line managers throughout the grievance process, offering mediation, conflict resolution, and alternative dispute resolution services as needed.
- 5. Document the outcomes of grievance investigations and resolutions, including any disciplinary actions or remedial measures taken, and communicate them to the appropriate functional employee/line managers in accordance with established procedures.
- 6. Analyze trends and patterns in employee grievances to identify underlying issues, systemic problems, or opportunities for improvement in HR policies, procedures, or organizational practices.
F. Separation Management:
- 1. Coordinate and oversee the separation process for employees leaving the organization, including voluntary resignations, involuntary terminations, retirements, and layoffs.
- 2. Conduct exit interviews with departing employees to gather feedback on their reasons for leaving, their experiences with the organization, and any suggestions for improvement.
- 3. Process necessary paperwork and documentation related to employee separations, such as termination notices, final paychecks, benefits termination forms, and non-disclosure agreements.
- 4. Coordinate for the company assets with the departure of exiting employees, including returning company property, deactivating access to systems and facilities.
- 5. Make the company announcement of the departures, provide necessary information or updates, and address any concerns or questions regarding the separation process.
- 6. Ensure compliance with legal requirements and company policies regarding employee terminations, including providing appropriate notice, F & F settlements in a timely manner, and adhering to any contractual obligations or severance agreements.
G. Legal Compliance:
- 1. Stay informed about relevant labour employment laws, regulations, and legal precedents affecting HR practices, including but not limited to anti-discrimination laws, compensation and hour regulations, employee privacy rights, and workplace safety standards.
- 2. Conduct regular reviews and assessments of HR policies, practices, and documentation to ensure alignment with current legal requirements and pharma industry best practices.
- 3. Collaborate with legal counsel and other stakeholders to address legal issues, mitigate risks, and resolve disputes involving employment-related matters, including but not limited to discrimination claims, harassment allegations, wrongful termination lawsuits, and regulatory investigations.
- 4. Provide training and guidance to employee, managers, and employees on legal compliance matters, raising awareness of legal requirements, potential risks, and best practices for maintaining compliance in daily operations.
- 5. Document compliance efforts, including training sessions, policy updates, and corrective actions taken in response to legal issues or regulatory concerns, to demonstrate the organization's commitment to ethical conduct and legal accountability.
H. Social Security Fund & related administration management:
- 1. Manage all aspects of employee participation in the Social Security Fund, including enrollment, contributions, and benefits.
- 2. Ensure compliance with Social Security Fund regulations and requirements, maintaining accurate records and documentation.
- 3. Collaborate with F & A for accurately calculating and timely processing Social Security Fund contributions and deductions.
- 4. Handle all the queries related to SSF and other legal compliance from the team.
- 5. Maintain up-to-date knowledge of SSF laws and regulations and implement necessary changes to ensure compliance.
- 6. Act as the primary point of contact for employees regarding SSF-related inquiries.
- 7. Liaise with legal counsel or relevant authorities as needed to address complex SSF compliance issues.
Key working relationships (cross functional relationship)
Internally this job role interacts with all functional departments of Toreva Pharmaceuticals, need to align with chief managing director’s office, finance, marketing & sales operations, factory operations & production management, medical, IT, corporate affairs & legal primarily regarding HR related matters and for other needs as per organizational demand.
Professional Competencies
- Master’s Degree MBA/MBS or Bachelor’s Degree in Human Resources Management (Specialization).
- Trained on recruitment & assessment, employee on boarding, compliance & legal, employee benefits, information management, systems & administration, grievance management, employee departure process etc.
- 1 years’ or above experience in the human resource management.
- Details oriented.
- Rational decision making skills.
- Appropriate skills on interpersonal & business communications.
- Solid computer skills on Microsoft Offices.
- Data & statistics analytical skill.
- People management skill.
Behavioral Competencies
- Integrity (Instils trust)
- Authentic – communication, behavior & actions
- Preparing the Torevians putting the customer at the center.
- Manage professional & procedural ambiguity.
- Plans & alignment with actionable.
- Courageous and soundly confident.
- Flexibility & adaptability.
- Collaborative & building networks.
- Believes in driving the business results through human capital.
- Strategic & analytical mindset.
- Hard working & practices prioritization.
Working Conditions
Corporate office & territorial field work as per HR requisition, job description & job title.
Best Wishes
Toreva Human Resources & Talent Management Function.
