HR Manager, The Riverview Resort & Corporate HR, Leisure Hotels

A leader with the expertise of an HR generalist combined with general business and managerial skills. Human Resource leaders have strategic and functional responsibilities for all the HR disciplines and work with HR assistants or generalist that handles administrative matters.

Compensation and Benefits with Legal Inputs:
  • Administer compensation, benefits and performance management systems, and safety and recreation programs.
  • Provide current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits.
  • Advise managers on organizational policy matters such as equal employment opportunity and recommend needed changes
  • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
  • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.
  • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labour relations, and employee relations.
  • Develop and/or administer special projects in areas such as pay equity, savings bond programs, daycare, and employee awards.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Contract with vendors to provide employee services, such as Securities service, transportation, or relocation service.
  • Human resources manager provide guidance and direction to compensation and benefits specialists. Within this discipline, human resources managers develop strategic compensation plans, align performance management systems with compensation structure and monitor negotiations for group healthcare benefits. Examples of human resource manager responsibilities include monitoring Family and Medical Leave Act compliance and Leave.
  • Human resource managers oversee needs assessments to determine when training is necessary and the type of training necessary to improve performance and productivity.
  • Human resource managers examine employee performance records to identify areas where employees could improve through job skills training or employee development, such as seminars or workshops on leadership techniques.
  • Human resource managers also play an integral role in implementing employee development strategies and succession planning based on training and professional development.
  • Human resource managers responsible for succession planning use their knowledge of employee development, and future business needs to devise career tracks for employees who demonstrate the aptitude and desire for upward mobility.

Employee Relations:
  • Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has the ultimate responsibility for preserving the employer-employee relationship through designing an effective employee relations strategy.
  • It also ensures that employees have a safe working environment, free from discrimination and harassment.
  • Human resources managers for small businesses conduct workplace investigations and resolve employee complaints.
  • Human resource managers may also be the primary contact for legal counsel in risk mitigation activities and litigation pertaining to employee relations matters.
  • An example of risk mitigation handled by a human resources manager includes examining current workplace policies and providing training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.
  • Coordinates, controls and inspects employee's accommodation, Time office, staff Cafeteria, restrooms etc. ensuring it is of the highest possible standard of cleanliness.

Employee Recruitment and Life Cycle:
  • One of the main responsibilities of HR professionals is recruiting new employees.
  • HR professionals interview applicants about their experience and inform them about job openings. HR professionals must contact references and perform background checks on applicants.
  • After an applicant is hired, the HR person conducts an employee orientation providing information about benefits and working conditions.
  • Identify staff vacancies and recruit, interview and select applicants.
  • Allocate human resources, ensuring appropriate matches between personnel.
  • Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of the organization's personnel policies and practices.
  • Conduct exit interviews to identify reasons for employee termination.
  • Represent the organization at personnel-related hearings and investigations.
  • Negotiate bargaining agreements and help interpret labour contracts.
  • Prepare personnel forecasts to project employment needs.
  • Prepare and follow budgets for personnel operations.
  • Develop, administer, and evaluate applicant tests.
  • Oversee the evaluation, classification and rating of occupations and job positions.
  • Human resource managers develop strategic solutions to meet workforce demands and labour force trends.
  • Human resource managers responsible for this usually look at the recruitment and selection process, as well as compensation and benefits to find ways to appeal to highly qualified applicants.

Key Roles and Responsibilities:
  • Primarily Salaries and attendance for the entire LHG.
  • Hiring for all LHG.
  • Compliances For all Leisure Hotels Ltd., Leisure Projects, Kapareva Pvt. Ltd.
  • Coordination with Govt. Department and Liasoning related for Uttarakhand, and in Greater Noida as well.
  • Coordination with all GM’s/RM’s/Unit managers/Ops Managers in LHG related to staff welfare.
  • General Administration of Units and coordination between Owners and Staff.
  • Coordination with College management for trainees.
  • Recruitment /Transfers/Exit all across relates, likewise in between companies to a partnership or Associates firms.
  • Staff Cafeteria/Staff accommodation/Securities under Guidance at LHG.
  • Staff management for LHG.