HR Analyst_Welfare officer

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Job Description:

• Leading end-to-end hiring processes of blue color trainees (ITI/Diploma’s) for shop floor. Ensure zero shortage of manpower.
• Employee Onboarding: Own the end-to-end onboarding process.
• Employee Induction: Share welcome emails, coordinate day zero activities for new joiners, ensure location orientation. Conduct HR induction location specifically.
• Run 30-60-90 days check-ins, pulse surveys, and feedback discussions. Track new hire experience, early warning signals, and escalate concerns proactively.
• Coordinate new joiner contact with OU Managers. Maintain onboarding dashboards and publish monthly insights.
• Support in skill center formulation.
• Employee Training: Conducting classroom training sessions for all the shop floor trainees.
• Employee Connect & Engagement Initiatives: Maintain logs and relevant data for Insight Survey and completion
• Facilitate employee connect programs (new hire connects, skip connects, open houses, HR connect hours, etc.).
• Analyze results, prepare dashboards, and share reports with HRBP/leadership teams. Partner with functional Managers and help them create and execute their Action Plans from Insight survey
• Track participation and effectiveness and the impact of engagement initiatives.
• Rewards & Recognition (R&R) Program: Execute the monthly/quarterly R&R programs as per guidelines.
• Collate nominations, validate with managers, and prepare award lists. Plan and coordinate R&R events, communication, and recognition moments.
• Maintain R&R dashboards and report participation, trends, and gaps. Support HRBP with new R&R initiatives and policy updates.
• Org Chart Creation & Workforce Data Support: Work with managers to create and maintain updated organization charts.
• Support structural changes, reporting line updates, and hierarchy mapping in the HRIS. Ensure consistency between org charts, HRIS, and business requirements.
• Provide workforce data for audits, headcount reviews, and manpower planning. HR MIS & Reporting: Manage and publish accurate and timely MIS across multiple HR processes such as:
• Maintain all HR trackers, dashboards, and templates in compliance with business and audit requirements.
• Provide data support for reviews, audits, leadership meetings, and governance.
• HR Operations Support: Ensure compliance with company policies and statutory guidelines.
• Maintain accurate employee records and ensure HRIS data integrity. Support HRBP in employee relations, grievance redressal, and escalation management.
• Coordinate with multiple stakeholders (HR Ops, TA, IT, Admin, Finance, Managers) to ensure smooth execution of HR processes.
• Responsible for ensuring compliance with applicable external and internal regulations, procedures, and guidelines.
• Living Hitachi Energy’s core values safety and integrity, which means taking responsibility for your own actions while caring for your colleagues and the business.
• Payroll Inputs processing: Gain Hands on experience in handling ADP tool, Processing payroll inputs to payroll team for Trainees and Non-Management Staff (NMS)

Accessibility and reasonable accommodation

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Use of Al and automated tools in recruitment

As part of our recruitment process, Hitachi Energy uses digital and automated tools, including Al-supported solutions, to assist with activities such as application screening, job matching, and interview scheduling. These tools are designed to support our recruiters and do not replace human decision-making. Candidate data is processed in accordance with applicable data protection and employment laws as well asHitachi's Global Data Privacy Notice.

Background Screening and Security Checks

As part of the hiring process, Hitachi Energy conducts pre-employment background checks that may include verification of employment history, education, criminal records, and other relevant information, in accordance with applicable laws.

For certain roles-particularly those involving access to sensitive information, financial responsibilities, client data, regulated environments, or security-sensitive functions-additional or more comprehensive background or security screenings may be required. These may include, but are not limited to, enhanced criminal history checks, credit history reviews (where legally permissible), sanctions screening, or other due diligence measures aligned with the responsibilities of the position.

The scope and depth of any background or security review will be determined based on the nature of the role and business necessity, and will always be conducted in compliance with applicable federal, state, and local laws. Candidates will be notified and, where required, asked to provide consent prior to the initiation of any such checks.