HR EXECUTIVE - RECRUITER
HR GENERALIST EXECUTIVE
The HR Generalist Executive at a manufacturing company of pumps is responsible for managing the entire range of human resources functions within the organization. This includes managing employee relations, recruitment, training and development, compensation and benefits, and compliance with labor laws and regulations.
Some of the key responsibilities of an HR Generalist Executive in a manufacturing company of pumps are as follows:
1. Recruitment and staffing: Manage the full-cycle recruitment process, including sourcing, screening, interviewing, and selecting candidates.
2. Employee relations: Serve as the main point of contact for employees on a range of issues, including performance management, conflict resolution, and employee engagement.
3. Training and development: Develop and implement training programs for employees at all levels of the organization to enhance skills, improve productivity, and ensure compliance with safety regulations.
4. Compensation and benefits: Develop and administer compensation and benefits programs that attract and retain talent, while also ensuring that they are competitive and compliant with labor laws.
5. Compliance: Ensure compliance with labor laws and regulations at the local, state, and federal levels, including EEOC regulations, FMLA, ADA, and OSHA.
The required skills for an HR Generalist Executive at a manufacturing company of pumps include:
1. Strong communication and interpersonal skills: The ability to effectively communicate with employees, managers, and executives is critical to the success of this role.
2. Analytical and problem-solving skills: The ability to analyze data, identify trends, and develop solutions to complex problems is essential for this role.
3. Attention to detail: The HR Generalist Executive must be detail-oriented and able to manage multiple tasks and projects simultaneously.
4. Knowledge of labor laws and regulations: Familiarity with local, state, and federal labor laws and regulations is essential for this role.
5. Strategic thinking: The ability to think strategically and develop HR initiatives that align with the company's overall business objectives is critical.
Qualifications for an HR Generalist Executive at a manufacturing company of pumps typically include:
1. Bachelor's degree in human resources, business administration, or a related field. A Master's degree in human resources or a related field is often preferred.
2. At least 5-7 years of experience in human resources, with at least 3-5 years in a managerial or leadership role.
3. Knowledge of HRIS (Human Resource Information System) and experience in using HR software systems.
4. Professional certification in human resources such as SHRM-CP or SHRM-SCP is highly desirable.
5. Experience in a manufacturing industry or with an industrial product company is preferred.
Day-to-day duties of an HR Generalist Executive at a manufacturing company of pumps may include:
1. Overseeing the recruitment process, including creating job descriptions, posting job openings, reviewing resumes, interviewing candidates, and negotiating job offers.
2. Managing employee relations issues, including employee complaints, conflicts, and grievances.
3. Developing and delivering training programs for employees and managers.
4. Conducting performance evaluations and providing feedback to employees and managers.
5. Developing and administering compensation and benefits programs.
6. Ensuring compliance with labor laws and regulations, including maintaining accurate employee records and completing necessary reports.
7. Developing and implementing HR policies and procedures that align with the company's objectives and culture.
8. Partnering with other departments to ensure that HR initiatives are aligned with the company's overall business objectives.
In summary, an HR Generalist Executive at a manufacturing company of pumps plays a critical role in managing the entire range of human resources functions within the organization. This includes recruitment, employee relations, training and development, compensation and benefits, and compliance with labor laws and regulations. Required skills include strong communication and interpersonal skills, analytical and problem-solving skills, attention to detail, knowledge of labor laws and regulations, and strategic thinking. Qualifications include a Bachelor's degree in human resources or a related field, 5-7 years of experience in human resources, and professional certification in human resources.
There are several key performance indicators (KPIs) that can be used to measure the performance of an HR Generalist Executive at a manufacturing company of pumps. These KPIs may include:
1. Time-to-hire: This measures how long it takes to fill open positions. A lower time-to-hire indicates that the HR Generalist Executive is effectively sourcing and selecting qualified candidates in a timely manner.
2. Employee turnover rate: This measures the percentage of employees who leave the company in a given time period. A lower turnover rate indicates that the HR Generalist Executive is effectively managing employee relations, development, and retention.
3. Training and development participation rate: This measures the percentage of employees who participate in training and development programs offered by the HR Generalist Executive. A higher participation rate indicates that the HR Generalist Executive is effectively identifying and meeting the training needs of employees.
4. Compliance rate: This measures the degree to which the organization is compliant with labor laws and regulations. A higher compliance rate indicates that the HR Generalist Executive is effectively managing compliance risks and ensuring that the organization operates within legal and regulatory guidelines.
5. Employee engagement score: This measures the degree to which employees are engaged and satisfied with their work and the organization. A higher engagement score indicates that the HR Generalist Executive is effectively managing employee relations and creating a positive work environment.
6. Cost per hire: This measures the total cost of the recruitment process per new hire. A lower cost per hire indicates that the HR Generalist Executive is effectively managing recruitment costs and optimizing the recruitment process.
7. HR budget variance: This measures the difference between the budgeted HR expenses and the actual expenses incurred. A lower variance indicates that the HR Generalist Executive is effectively managing the HR budget and controlling costs.
8. Loan And Advance Default Rate: Minimize the loan and advance defaulting situations.
These KPIs can be used to assess the performance of the HR Generalist Executive and identify areas for improvement. By tracking these KPIs regularly, the organization can ensure that the HR Generalist Executive is effectively managing human resources functions and contributing to the overall success of the organization.
SKILLS TO TEST IN TELEPHONIC AND WRITTEN TEST –
1. VERBAL AND COMMUNICATION SKILLS
2. MS EXCEL (INTERMEDIATE)
3.PROBLEM SOLVING AND ATTENTION TO DETAILS (INTERMEDIATE)
4.DECISION MAKING
5.STRATEGIC THINKING
6.LEADERSHIP