Operation Manager

Job highlights

• Annual Bonus, PF, Travel Allowance (TA), Mobile Allowance, Flexible Working Hours, Laptop, ESI (ESIC)Job Description1. Core Operations & Daily Routine​Daily Monitoring: Your primary responsibility is to check daily pendency.​Case Management: Every Location Manager must focus on "Overtime" (OT) cases. Prioritizing the closure of these cases is mandatory.​TAT (Turnaround Time): Managers must understand the gravity of TAT for our clients. Meeting deadlines is non-negotiable .​2. Business Growth & Client Relations .​Volume Analysis: Managers must track monthly business volumes for every client.​Proactive Retention: If a client’s business volume drops, the manager must schedule a personal meeting the following month to resolve any issues.​Client Engagement: It is mandatory for all managers to send monthly Zoom meeting invitations to their respective clients.​3. Team Management & Training​Backup Planning: Having a backup plan for every team member is mandatory to ensure work never stops.​Int

1. Core Operations & Daily Routine ​Daily Monitoring: Your primary responsibility is to check daily pendency. ​Case Management: Every Location Manager must focus on "Overtime" (OT) cases. Prioritizing the closure of these cases is mandatory. ​TAT (Turnaround Time): Managers must understand the gravity of TAT for our clients. Meeting deadlines is non-negotiable . ​2. Business Growth & Client Relations . ​Volume Analysis: Managers must track monthly business volumes for every client. ​Proactive Retention: If a client’s business volume drops, the manager must schedule a personal meeting the following month to resolve any issues. ​Client Engagement: It is mandatory for all managers to send monthly Zoom meeting invitations to their respective clients. ​3. Team Management & Training ​Backup Planning: Having a backup plan for every team member is mandatory to ensure work never stops. ​Internal Training: Managers must conduct weekly joint discussions/training with the back-office team and at least one session per month with the samplers. ​Developing Talent: Use weekly meetings to train "untrained" staff and make them productive. ​Counseling: Regularly sit with the HR Manager to counsel non-productive team members. ​4. HR, Hiring, and Productivity ​Performance Reviews: At the start of each month, managers must discuss team productivity, non-productivity, and action plans with HR and the Director. ​Hiring Protocol: For new hiring or team support, managers must email HR with a proper Job Description (JD). ​Leave Management: Managers must approve or reject leaves on time. ​5. Leadership & Accountability ​Field Coordination: Coordinate with Field In-charges to plan monthly training and seeding for the field team. ​