HR Outsourcing
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Outsource HR Department to us and we will work as your HR Team. One spoc will be aligned to your firm who would be managing the agreed roles and responsibilities. In case you have an Hr Departments we will become your HR Operations/ Shared Services team to take up all your transactional activities and free up your bandwidth for strategic and people related functions. | Activities | Description | | ---------- | ------------------- | | HR Policy & Process | · Review the Employee Handbook for all people processes
· Draft & Update the HR policies, wherever required | | Employee Onboarding | · Coordinate with recruitment consultants for sourcing and screening candidates within the given specifications.
· Conduct new employee orientation – explain company policies and processes to the employee | | HR Operations & Payroll | · Prepare and issue offer letters
· Collect all employment-related documents and maintain all employee records
· Share clearance forms to outgoing employees and coordinate with concerned departments
· Prepare & disburse resignation acceptance, relieving & no-dues letters
· Ensure file closure for all exits – termination, resignation, absconding or retirement | | Payroll & Compliance Management | · Preparing Salary based on the Attendance Inputs (Present / Leave / Over Time)
· Collate Income Tax Declarations for all employees and process TDS
· Facilitate registration of new employees for EPF & ESIC, as applicable
· Calculate & file all statutory dues – EPF, ESIC, LWF
· Maintain the required statutory registers on monthly, quarterly & annual basis
· Maintain abstracts & notices under the various employment laws
· Issue Salary Slips to all employees over email
· Prepare the full & final settlement of outgoing employees | | Business Partnering | · Ensure implementation of company policies and take action wherever required
· Record employee grievances and coordinate with concerned department for timely closure
· Conduct retention interviews upon receipt of employee resignation
· Suggest actions to retain employees, if required
· Prepare and issue warning/ show-cause letters in case of disciplinary issues
· Initiate the No Call-No Show process for absconding employees
· Seek Management approval for any policy deviations, as and when required | | Performance Management | • Anchor and administer the performance management process as defined by the
organization
• Collate promotion details and prepare compensation revisions
• Resolve employee grievances in case of rating disputes
• Coordinate the performance improvement process, if any
| | Employee Connect | · Prepare an annual employee engagement calendar
· Plan and conduct activities within the approved budget | | ---------------- | -------------------------------------------------------------------------------------------------------------------- | | Prevention of Sexual Harassment at Workplace\* | · Appoint an IC External Member and coordinate quarterly IC meetings
· Review and update the Sexual Harassment Policy as per the POSH Act and industry best practices Arrange employee awareness sessions with the External Member
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Price Available on Request
