G Developments’ Post

Hierarchy of Human Resources This hierarchy shows a shift from high-level planning and decision-making roles to administrative and support positions at the lower level. 1. Chief Human Resources Officer (CHRO): The top HR boss who advises company leaders on things like hiring, company culture, and planning for the workforce. 2. Vice President of Human Resources: A high-ranking HR leader who helps make plans for hiring, pay, benefits, and how employees are treated. 3. Director of Human Resources: A manager who makes sure HR plans are carried out well in different parts of the company. 4. HR Manager: Someone who handles the day-to-day HR tasks like hiring, dealing with staff issues, and making sure the company follows the rules. 5. HR Business Partner: Works closely with other company leaders to make HR plans that match up with what the company wants to achieve. 6. HR Generalist: Does lots of different HR jobs like hiring, training, and helping with staff issues. 7. HR Specialist: An expert in one area of HR like pay, benefits, training, or dealing with staff problems. 8. HR Coordinator: Helps out with organizing HR stuff like interviews, keeping records, and making sure HR tasks happen on time. 9. HR Administrator: Takes care of basic office tasks in HR, like typing, filing, and answering questions. 10. HR Assistant: Helps out with simple tasks like sorting paperwork, setting up meetings, and doing basic HR jobs. #HR #Hierarchy #humanresources #humanresourcesmanagement #leadership #career #job #employment #work #management #careers #employeeengagement #hrmanagement

🕵♂️ Checking out the top skillsets that were sought out in northern New Jersey in April. Here are the top 3: 1.) HR Managers (50+ openings) 2.) Procurement Managers (40+ openings) 3.) Administrative Assistants (30+ openings) Job Seekers--I know it has been rough out there as you search. We've spoken to an array of Administrative professionals who are searching for the right fit and it's encouraging to see that there are options out there! HR Managers and Procurement Managers, it looks like there is an opportunity to not just take a seat that comes up in the next few months but find the right seat. #HR #Procurement #Administration #Jobs

Hierarchy of Human Resources Job Titles 1.Chief Human Resources Officer (CHRO): The top HR boss who advises company leaders on things like hiring, company culture, and planning for the workforce. 2.Vice President of Human Resources: A high-ranking HR leader who helps make plans for hiring, pay, benefits, and how employees are treated. 3.Director of Human Resources: A manager who makes sure HR plans are carried out well in different parts of the company. 4. HR Manager: Someone who handles the day-to-day HR tasks like hiring, dealing with staff issues, and making sure the company follows the rules. 5. HR Business Partner: Works closely with other company leaders to make HR plans that match up with what the company wants to achieve. 6. HR Generalist: Does lots of different HR jobs like hiring, training, and helping with staff issues. 7. HR Specialist: An expert in one area of HR like pay, benefits, training, or dealing with staff problems. 8. HR Coordinator: Helps out with organizing HR stuff like interviews, keeping records, and making sure HR tasks happen on time. 9. HR Administrator: Takes care of basic office tasks in HR, like typing, filing, and answering questions. 10. HR Assistant: Helps out with simple tasks like sorting paperwork, setting up meetings, and doing basic HR jobs. This hierarchy demonstrates a gradual shift from roles that involve big-picture planning and decision-making at the highest level, to positions that mainly handle administrative duties and offer support at the lowest level. #humanresource #CHROs

We Have a very urgent opening for HRBP Profile for BANDRA Location one of the leading MNC 📍 Job Location: Bandra (Work from Office Only) 💼 Salary: 3 to 6LPA (Based on experience). 🕒 Experience: 3 to 10 Years Roles & Responsibilities - I. Human Resource Management (Client facing) 1. Spearhead and oversee operational functioning to drive execution excellence. 2. Human Resource Policy a) Trigger upgrade in HR policies in tandem with consulting team SPOC b) Ensure and track adherence to all HR policies across clients 3. Talent Acquisition a) Create annual manpower plan, share the same with all stakeholders (Leadership, HODs, Geographic heads etc). Rejig the same to suit any point-intime change in overall strategy or organizational plan. b) Develop sourcing strategies to suit the planned budget and the committed timelines. c) Adhere to interview mechanisms, levels and documentation for evaluating candidates. Conduct interviewer acclimatization session. d) Oversee the pre on-boarding formalities and ensure adherence. e) Monitor the recruitment effort and suggest course correction. f) Be abreast with the industry practice such as joining bonus, non- compete agreement etc. 4. Induction & Orientation a) Ensure induction and orientation is conducted as per process b) Ensure that the orientation process is evaluated periodically in response to changing needs of the client and the feedback from the joiners. c) Ensure that orientation continues to be a participative process and Ensure that orientation continues to be a participative process and the strategic heads of all units contribute to it. 5. Training & Development a) Create the role-wise training for each unique position. Work with the central training team for soft skills and clients technical team for the respective skills. b) Do a gap analysis for all employees effectively creating training plan for each individual. c) Finalize suitable vendors to implement the training plan. d) Provide for taking feedback and analyzing effectiveness of the process. e) Take course corrections measures based on the feedback. 6. Performance Management a) Be responsible for running the annual PMS and facilitating feedback in all other cases which warrant the same such as probation feedback, disciplinary measure or Performance Improvement Program (PIP). b) Ensure that the annual PMS outcomes (increments, bonus, and promotions) are done in a timely manner. c) Ensure process adherence. Apply: baighasbiya65@gmail.com

‘What are you worth?’ #21 – Human Resources Human Resources (HR) is a dynamic and essential field within any organization, focusing on recruitment, training, employee relations, and ensuring workplace compliance. HR professionals play a crucial role in developing and implementing policies that shape the corporate culture and drive business success. As individuals progress through their HR careers, their responsibilities, impact, and compensation grow significantly. Below, we outline the typical career progression in HR, including entry-level positions, experienced roles, senior management, and leadership positions. 🌱 Entry-Level Positions • Job Titles: HR Assistant, Recruitment Coordinator, HR Administrator • Annual Salary Range: US$35,000 - US$50,000 • Key Responsibilities: • Assist with recruitment processes. • Help in organizing employee orientation and training. • Maintain employee records. • Skills Developed: Communication, organizational skills, basic understanding of HR laws and practices. • #EntryLevel #HRBeginner 💼 Experienced Positions • Job Titles: HR Specialist, Recruiter, Employee Relations Specialist • Annual Salary Range: US$50,000 - US$70,000 • Key Responsibilities: • Conduct recruitment efforts and interviews. • Manage employee relations and resolve issues. • Implement training and development programs. • Skills Developed: Advanced communication, negotiation skills, in-depth knowledge of HR regulations. • #ExperiencedHR #CareerGrowth 🚀 Senior Management • Job Titles: HR Manager, Senior HR Business Partner • Annual Salary Range: US$70,000 - US$100,000 • Key Responsibilities: • Develop strategic HR initiatives and policies. • Lead HR projects and teams. • Oversee compliance with employment laws. • Skills Developed: Leadership, strategic planning, comprehensive understanding of HR functions. • #SeniorHR #HRLeadership 🌟 Leadership Positions • Job Titles: Director of HR, Vice President of HR, Chief Human Resources Officer (CHRO) • Annual Salary Range: US$100,000 - US$200,000+ • Key Responsibilities: • Shape and oversee the execution of the HR strategy. • Partner with executive management. • Ensure HR practices align with organizational goals. • Skills Developed: Executive leadership, strategic vision, global HR management. • #HRDirector #CHRO #ExecutiveLevel HR professionals are instrumental in fostering a positive and productive workplace environment. As you move up the career ladder, opportunities for impact and compensation increase. Whether you are just starting your career or seeking to advance to a leadership role, the field of Human Resources offers a rewarding path. Please contact jameshickman@searchmarkets.com for information about our fractional services or visit www.searchmarkets.services #searchmarkets

Urgent opening for HR Operations in leading company. Education: - Graduate Location:- Dwarka, Sector 19 Working Days:- 6 days Time :- 9.30 am - 6.00 pm Responsibilities: 1. Communication Skills: Effective communication is vital for HR professionals to interact with employees, managers, and other stakeholders. This includes verbal communication, written communication, and active listening skills. 2. Employee Relations: HR generalists need to manage relationships between employees and the organization. This involves resolving conflicts, handling grievances, and promoting a positive work culture. 3. Recruitment and Selection: The ability to attract, screen, and select suitable candidates for job openings is crucial. HR professionals should have expertise in creating job descriptions, conducting interviews, and evaluating candidates. 4. Compliance and Legal Knowledge: Understanding employment laws, regulations, and compliance requirements is essential to ensure the organization operates within legal boundaries and mitigates legal risks. 5. HRIS and HR Technology: Proficiency in Human Resources Information Systems (HRIS) and other HR technology tools is important for managing employee data, payroll, benefits administration, and other HR processes efficiently. 6. Performance Management: HR generalists are often involved in designing and implementing performance management systems, including goal setting, performance evaluations, feedback mechanisms, and performance improvement plans. 7. Training and Development: Identifying training needs, designing training programs, and facilitating employee development initiatives contribute to building a skilled and motivated workforce. 8. Conflict Resolution and Mediation: HR professionals should possess conflict resolution skills to address disputes between employees or between employees and management in a fair and impartial manner. 9. Organizational Development: Understanding organizational dynamics and implementing strategies to enhance organizational effectiveness, employee engagement, and productivity is vital. 10. Data Analysis and Reporting: Analyzing HR metrics and generating reports on key HR indicators helps in decision-making and strategic planning. HR professionals should be proficient in using data analysis tools and interpreting results. 11. Change Management: HR generalists often play a crucial role in managing organizational change initiatives, including mergers, restructuring, or process improvements. 12. Ethical and Professional Standards: Upholding ethical standards and maintaining confidentiality in handling sensitive HR matters is essential for building trust and credibility within the organization. 13. Problem-Solving and Decision-Making: HR professionals encounter various challenges and dilemmas requiring quick and effective problem-solving skills and sound decision-making abilities. Interested candidates can share the CV at hrsearchvijaya@gmail.com

Human resource consultant

🚀 𝗛𝗶𝗲𝗿𝗮𝗿𝗰𝗵𝘆 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗝𝗼𝗯 𝗧𝗶𝘁𝗹𝗲𝘀 The world of #HumanResources is vast and structured, with roles ranging from strategic leadership to specialized expertise and administrative support. Understanding this hierarchy can help HR professionals map out their career paths and organizations optimize their HR functions. 👩💼👨💼 Here’s a quick overview: 𝟭. 𝗖𝗵𝗶𝗲𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 (𝗖𝗛𝗥𝗢): The CHRO oversees all HR functions, advising top management on talent management, organizational culture, and workforce planning. 𝟮. 𝗩𝗶𝗰𝗲 𝗣𝗿𝗲𝘀𝗶𝗱𝗲𝗻𝘁 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: Reporting to the CEO or CHRO, they lead HR strategies including recruitment, compensation, benefits, and employee relations. 𝟯. 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗛𝘂𝗺𝗮𝗻 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀: They manage HR teams, ensuring effective execution of HR initiatives within departments or business units. 𝟰. 𝗛𝗥 𝗠𝗮𝗻𝗮𝗴𝗲𝗿: Responsible for day-to-day HR operations, including recruitment, employee relations, and compliance with employment laws. 𝟱. 𝗛𝗥 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗣𝗮𝗿𝘁𝗻𝗲𝗿 (HRBP): Collaborates with business leaders to align HR initiatives with organizational goals, focusing on workforce planning and talent development. 𝟲. 𝗛𝗥 𝗚𝗲𝗻𝗲𝗿𝗮𝗹𝗶𝘀𝘁: Handles diverse HR tasks such as recruitment, onboarding, performance management, and HR administration. 𝟳. 𝗛𝗥 𝗦𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁: Provides expertise in specific HR areas like compensation, benefits, training, or employee relations. 𝟴. 𝗛𝗥 Analyst: Collects and interprets HR data to support decision-making in areas like workforce planning, turnover rates, and employee satisfaction. 𝟵. 𝗛𝗥 𝗖𝗼𝗼𝗿𝗱𝗶𝗻𝗮𝘁𝗼𝗿: Offers administrative support by scheduling interviews, maintaining records, and coordinating HR activities. 𝟭𝟬. 𝗛𝗥 𝗔𝗱𝗺𝗶𝗻𝗶𝘀𝘁𝗿𝗮𝘁𝗼𝗿: Manages clerical tasks such as data entry, filing, and responding to HR inquiries. 𝟭𝟭. 𝗛𝗥 𝗔𝘀𝘀𝗶𝘀𝘁𝗮𝗻𝘁: Provides entry-level support with tasks like organizing files, scheduling meetings, and assisting in basic HR processes. NEHA SINGH Let’s keep innovating and driving success through HR excellence! 🌟 #HR #Leadership #HRAnalytics #WorkplaceCulture #EmployeeExperience #CareerGrowth #Teamwork

Human Resource Management