Company Overview

BJR Group, founded in 1985, operates in Automotive sectors like Spare Parts Warehousing, Vehicles Retail, and Engineering Works. Authorized Dealers for Ashok Leyland and Hero Moto Corp Ltd.

Job Overview

Mid-Level HR Manager role with 4 to 6 years of experience in Warangal. Full-Time employment in BJR Group with 501-1000 employees. Company founded in 1985, diversified into Automotive sectors, and focuses on quality sales and service. Website: bjrgroup.co.in. Headquarters: Hyderabad, Telangana State.

Qualifications and Skills

• Relevant HR experience of 4-6 years
• Expertise in recruiting and onboarding processes
• Proficient in payroll processing and compliance requirements
• Ability to generate and analyze MIS reports
• Skilled in employee engagement strategies
• Strong in grievance handling and conflict resolution
• Experience in vendor management for HR services
• Proficiency in attendance management systems

Roles and Responsibilities

• Recruiting and onboarding new employees
• Handling payroll processing and ensuring accuracy
• Managing statutory compliances and HR policies
• Preparing MIS reports for HR metrics
• Driving employee engagement initiatives
• Resolving employee grievances and conflicts
• Overseeing vendor management for HR services
• Ensuring efficient attendance management

Human Resource (HR) Manager deals with wide range of activities from strategic planning level to the day to day operations level. Roles and responsibilities of HR manager are  summarized below.

§ Strategic planning process

HR manager gets involved in the strategic planning process of the organization and identifies HR as a core competency of the organization. When HR is assumed as a core competency  HR becomes a competitive advantage for the organization and HR manager is responsible of developing the HR of organizations to bring the stated competitive advantage to the organization.

§ Forecasting the manpower requirement

The HR manager holds the responsibility of forecasting the manpower requirement of the organization in the future based on the future level of sales/ after sales level of the organization. The manpower forecast may identify the need for need for hiring or firing employees.

§ Recruitment

Once the manpower forecast is done organization can identify the need for more manpower in the organization if the existing workforce is not sufficient to handle the future workload. In such a situation HR manager has to recruit new potential candidates to fill the vacancies. Recruitment is the process of creating a pool of potential candidates who can be employed to fill the vacancies.

§ Selection

Selection is the process by which the most suitable candidate is selected from the recruited pool of candidates. Selection is done by carrying out various types of tests and interviews. HR department/manager is responsible of selecting the most suitable employees to fill existing vacancies.

§ Induction

Induction is the process by which new employees are made familiarized with the organizational environment. Once the employees are selected they need to be introduced to other staff of the organization and they should be given necessary guidelines about the organizational culture and the procedures.

§ Training

Once the employees are done with the induction they become an employee of the organization but the skills they possess may or may not be adequate to carry out required tasks. The need for training arises when there is a gap between expected level of skills and the current level of skills of an employee. If there is a training need HR department has to design training programs and execute them.

§ Motivation

HR manager is responsible of motivating employees to carry out their duties in a timely and accurate manner.

§ Performance Appraisal

This is where the employee’s performance is evaluated based on expected level and the actual level of the performance. HR department needs to design performance appraisal systems to appraise the employee performance in a fair manner.

§ Rewarding employees

Once the employee performance evaluation is done HR department needs to design good employee rewarding packages to reward well performing employees. These rewards could be of monetary or non -monetary in nature.

§ Managing Career growth of employees/Promotions

HR department is responsible of managing the career growth of employees where they need to be promoted on the career ladder if they are suitable to fill existing vacancies in high ranks of the organizational structure.

§ Managing Redundancy

When the organisation decides that they no longer need the service of certain employees they need to send the redundancy notices and have to be paid the redundancy charges. HR department has to manage this process.

§ Managing employee grievance

HR department needs to accept the grievance and complaints submitted by the employees about their problems. HR department need to listen to grievance and should come up with solutions to solve problems.

§ Managing complains about employees

There can be complaints about employees regarding poor performance, bribery, misbehaviour and so on. HR department needs to hear those complaints and make necessary steps (advising employees/ taking correctional measures) to solve those issues.