HR Manager Job Vacancies in Wakad

Designation-Business Development ManagerCTC-3.8 LPAKey Responsibilities:Lead Generation & Prospecting:Identify and pursue new business opportunities in existing and potential markets.Build and maintain a pipeline of qualified leads.Conduct market research to identify trends, competitors, and customer needs.Client Relationship Management:Establish and nurture long-term relationships with clients, partners, and industry influencers.Serve as the primary point of contact for clients and manage communication throughout the sales cycle.Understand client needs and present tailored solutions to ensure customer satisfaction and loyalty.Sales & Negotiation:Develop and implement effective sales strategies to meet or exceed revenue targets.Present and demonstrate company products/services to potential clients.Negotiate and close contracts, ensuring mutually beneficial agreements.Strategic Planning & Market Expansion:Collaborate with senior management to develop and execute strategic business development plans.Identify and prioritize business development opportunities in new markets or verticals.Work cross-functionally with marketing, product, and operations teams to ensure alignment in business growth strategies.Reporting & Analysis:Provide regular updates on business development activities, sales performance, and client feedback.Analyze market conditions, competitor activity, and internal sales data to refine strategies and tactics.Prepare proposals, presentations, and business reports for internal and external stakeholders.Brand Advocacy:Represent the company at industry events, conferences, and trade shows to increase brand visibility and awareness.Act as a brand ambassador, promoting the companys values and vision to a wider audience.

Develop and implement HR strategies and initiatives aligned with the overall business strategyBridge management and employee relations by addressing demands, grievances or other issuesManage the recruitment and selection processSupport current and future business needs through the development, engagement, motivation and preservation of human capitalDevelop and monitor overall HR strategies, systems, tactics and procedures across the organizationNurture a positive working environmentOversee and manage a performance appraisal system that drives high performanceMaintain pay plan and benefits programAssess training needs to apply and monitor training programsReport to management and provide decision support through HR metricsEnsure legal compliance throughout human resource management

Planning, coordinating, and supervising the employment of new employees are the responsibilities of HR managers. In addition to acting as a liaison between management and staff, they advise business executives on strategic planning. The role of an HR manager may be more crucial than ever in today's environment

Asst Manager HR Experience - 5 to 8 years Reporting to: Sr HR ManagerRequired Skills:- Payroll- Attendance reports- Loan management- HR manual- Talent acquisition - Bonus Structures- Performance appraisal - Solving employee complaints- Regular Communication with management- Employee Engagement- Performance Management- Employee Separation- Exit Interviews- Employee Lifecycle Excellent command over English and Hindi language (both written and verbal) Excellent communication skillsMust be well versed with Labour laws, factory laws, Salary laws etc. Must have knowledge of change in laws.MBA/Masters/Diploma in HR Needs to be dynamic and open to applying new strategies. Aggressive in work Smart / Strategic thinker Dedicated and PunctualJob Description:1. Onboarding New Hires2. Assisting in Payroll Processing3. Ensure HR Records are maintained 4. Managing Performance Review Process 5. Ensuring Compliances6. Culture Building: Will play a crucial role in building an Organizational culture and in creating a value based system.7. Grievance handling: Provide support to employees in various HR-related topics such as leaves and compensation and resolve any issues that may arise within a deadline.8. Employee Engagement : Organizing all the team building activities that happen on a monthly, quarterly annual basis.Employee relations : Build a strong bond with employees and yet ensure the organization core values are followed at every stage.9. Admin: Maintenance of health insurance, sending of welcome kits / T-shirts/ Handbooks etc to new joiners etc. 10. Have Regular meetings with management for updates11. Handle loans and advances taken by employees12. Work with management for performance appraisals13. HR Policy: Assist in development and implementation of HR resource policies and updating them whenever required.14. Dealing with Vendors. Educational Qualification: Graduate, MBA/Masters/Diploma in Human Resources management

Key Responsibilities:Recruitment & Onboarding:Manage the recruitment process, from job postings to candidate interviews and onboarding new employees.Employee Relations:Serve as a point of contact for employee inquiries, concerns, and conflict resolution, fostering a supportive work environment.Performance Management:Assist in the implementation of performance evaluation processes and support managers in providing constructive feedback.Training & Development:Identify training needs and coordinate professional development programs to enhance employee skills and career growth.Policy Implementation:Ensure compliance with company policies and employment laws, updating policies as needed.HR Administration:Maintain employee records, manage HR databases, and prepare reports related to HR metrics.Culture & Engagement:Promote a positive company culture through initiatives that enhance employee engagement and satisfaction.

Real estate traditionally has always had the perception of being a sector where land & buildings was the language required and people skills were of no great relevance. But, now, even big Real estate players are soon beginning to understand the importance of effective client servicing, enhanced team productivity and professional managerial skills. All of this are people skills revolving around the most important asset of any organization..PEOPLE.The effectiveness of an HR department can be gauged by the fact how it contributes to the organization as a channel of Help, as an OD interventionist and as a Controller.There was a time when one considered HR to be just a support function, because it did not contribute to the bottom line. However, with the boom in the economy and growth of the knowledge economy, HR has taken on a new role. As the focus moves from traditional brick and mortar organizations to more people oriented business like IT-ITeS, media etc.In spite of this so called increases in power, one of the biggest fears that HR faces today, according to experts is that of striking a balance between the employer and the employee. Experts say that HR seems to be facing the brunt of the employer and the employees as it still does not seem to have the authority to take a stand regarding issues dealing with the organization. This trend is typically seen in sectors like Real-estate in India, which is still highly promoter driven.HR will only find success in dealing with these issues if they are given the freedom to incorporate the necessary changes through an HR perspective. I personally believe that comprehending an organization right from its culture, ethos, policies, practices, values, is more important, to find a right candidate, rather than just rely on a well drafted Job description.The challenge for HR is therefore huge in the Real estate sector,and spread across various sectors including talent management i.e. talent acquisition, developm

Develop and execute recruitment strategies to attract top talent. Manage the recruitment process, including job postings, resumescreening, interviewing, and offer negotiations. Oversee onboarding and orientation programs to ensure smoothintegration of new employees. Address and resolve employee issues and conflicts in a fair andconsistent manner. Conduct investigations into employee complaints and grievances. Promote a positive work environment through effectivecommunication and employee engagement initiatives. Ensure the organization complies with all federal, state, and locallabor laws and regulations. Develop, update, and enforce HR policies and procedures. Maintain accurate and up-to-date employee records. Implement and manage performance appraisal systems. Provide guidance to managers on performance issues anddisciplinary actions. Develop programs to support employee development and careergrowth. Identify training needs and coordinate training programs. Facilitateworkshops and seminars to enhance employee skills and knowledge. Monitor the effectiveness of training programs and makeimprovements as needed Labor Laws: Ensure adherence to federal, state, and local laborlaws, including wage and hour laws, employee classifications, andworkplace safety regulations. Workplace Safety: Follow Occupational Safety and HealthAdministration (OSHA) guidelines and other health and safetyregulations. Employee Handbooks: Develop and maintain an up-to-dateemployee handbook that outlines company policies, procedures,and expectations. HR Policies: Create and enforce policies related to leave,attendance, performance management, and discipline. Wage and Hour Laws Deductions Grievance Procedures: Implement and manage procedures forhandling employee grievances and complaints in a compliantmanner. Disciplinary Actions: Ensure that disciplinary actions are fair,documented, compliant with company policies and legalrequirement

Develop and execute recruitment strategies to attract top talent. Manage the recruitment process, including job postings, resumescreening, interviewing, and offer negotiations. Oversee onboarding and orientation programs to ensure smoothintegration of new employees. Address and resolve employee issues and conflicts in a fair andconsistent manner. Conduct investigations into employee complaints and grievances. Promote a positive work environment through effectivecommunication and employee engagement initiatives. Ensure the organization complies with all federal, state, and locallabor laws and regulations. Develop, update, and enforce HR policies and procedures. Maintain accurate and up-to-date employee records. Implement and manage performance appraisal systems. Provide guidance to managers on performance issues anddisciplinary actions. Develop programs to support employee development and careergrowth. Identify training needs and coordinate training programs. Facilitateworkshops and seminars to enhance employee skills and knowledge. Monitor the effectiveness of training programs and makeimprovements as needed Labor Laws: Ensure adherence to federal, state, and local laborlaws, including wage and hour laws, employee classifications, andworkplace safety regulations. Workplace Safety: Follow Occupational Safety and HealthAdministration (OSHA) guidelines and other health and safetyregulations. Employee Handbooks: Develop and maintain an up-to-dateemployee handbook that outlines company policies, procedures,and expectations. HR Policies: Create and enforce policies related to leave,attendance, performance management, and discipline. Wage and Hour Laws Deductions Grievance Procedures: Implement and manage procedures forhandling employee grievances and complaints in a compliantmanner. Disciplinary Actions: Ensure that disciplinary actions are fair,documented, compliant with company policies and legalrequirement