HR Operations Partner

Onboarding :(Local HR Onboarding)

Pre-Onboarding

1. Coordinate with HR and hiring managers to ensure all documentation (offer letter background checks ID proofs) is complete.
2. Schedule induction sessions and prepare welcome kits.

Day of Joining

1. Welcome the new hire and act as their first point of contact.
2. Facilitate completion of joining formalities (forms ID card Access card)
3. Introduce them to their team manager and key stakeholders.
4. Ensure smooth participation in orientation programs.

Post-Onboarding (First 90 Days)

1. Regularly check in with the new hire to address queries or challenges.
2. Gather feedback on the onboarding experience and escalate issues if needed.
3. Support integration into team culture and company values.
4. Monitor probationary milestones and coordinate with managers for reviews.

Continuous Support

1. Maintain a repository of onboarding FAQs and resources.
2. Act as liaison between new hires HR IT and business teams.
3. Ensure consistency and quality in the onboarding process across all departments.
4. Recommend improvements based on feedback and evolving organizational needs.

Benefits

1. Sharing new joiners and separation list with TPA
2. Premium computation and co-ordination with TPA
3. Claim & escalation management
4. Co-ordination with vendor and employee for car lease
5. Co-ordination with beneficiaries for closure of medical and statutory claims full and final for any demise case
6. Renewal
7. Linking UAN for new joiners

Offboarding

1. System changes - initiate resignation approvals corrections in dates withdrawal if any.
2. Connect - explaining the process flow of exit
3. Dues clearance - followup with stakeholders for completion of dues
4. Issuance of Reliving letter on email
5. Issuance of warning letters in case of absconding/disciplinary action

Adhoc:

1. Resolving queries as and when raised by employee for HR transactions
2. preparing letters as per need of employee eg- bonafied employment letter address proof
3. Inputs for audit
4. Employee life cycle support eg- transfer promotion Confirmations etc
5. System implementation support UAT

Basic Qualifications

Masters Degree in Human Resources with more than 5 years work experience.
Proven skill in the operation and utilization of software such as Microsoft office
Ability to analyze organization and individual needs
Relentless focus on learner experience and commitment to continuous improvement Ability to proactively review the process and systems

Stakeholder management

Required Experience:

Manager