Key Responsibilities: HR Business Partnering - Demonstrates understanding of current and evolving organizational vision, purpose and strategic requirements with awareness of organization, commercial and value drivers that impact people and organization strategies.
- Is aware of the organization culture, norms & politics, familiar with key influencers, internal and external stakeholder groups and the dynamics between individuals and groups which drive decisions.
- Is cognizant of major political, economic, social, technological, legal and environmental issues that may impact organization performance.
Organization Design, Change Management and Strategic Workforce Planning: - Enables optimization of organization design to business strategy while identifying issues & process gaps to minimize redundancies and improve alignment & manpower productivity.
- Articulates the strategic need for change and builds a credible business case, providing options and recommendations based on consideration of a range of operating models that will build agility to meet organization challenges.
- Creates trust and facilitate a change-ready culture by engaging, partnering with leaders and stakeholders.
- Engages and involves senior managers, colleagues and stakeholders in developing and implementing interventions.
- Participate in workforce planning & budgeting exercise for the assigned domain with focus on productivity and optimum utilization of manpower.
- Identify issues and process gaps to improve alignment, manpower productivity and minimize redundancies.
Talent Management - Deploying & managing talent to achieve enterprise and business impact.
- Talent review, identification, competency assessment, closure on feedback and creation of individual development plans.
- Building the talent pipeline for critical positions by developing robust career & succession planning mechanisms.
- Hire right talent within lead time & ensure zero talent gaps ensuring the right person for the right job.
- Ensure a diverse workforce equipped to drive business results.
Learning Engagement - Lead and ensure development of current skills and future capabilities with the partnership of corporate L&D
- Executes interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, regular feedback and dialogue with superiors, Quality of working relationships with peers, superiors, and subordinates, clarity of job expectations, etc.
Performance Management - Lead the annual process with due value add to the process and ensuring proper governance mechanism.
- Drive a culture of performance in teams through robust goal setting & cascade, continuous feedback & appropriate consequence management.
- Coach, counsel, and enable managers at various stages of the Performance process for regular feedback and dialogue and monitor progress
- Design interventions to enhance employee experience through different drivers of engagement like career advancement/ improvement opportunities, Quality of working relationships with peers, superiors, and subordinates, clarity of job expectations etc.
Compensation and Benefits Management - Manage C&B process for the clusters as per business requirement and aligning with the corporate C&B guidelines.
- Implement the annual compensation processes to support the attraction and retention of talent.
New Hire Induction & Orientation - Ensure a best in class induction & on-boarding and induction experience to new joiners
- Ensuring smooth transition and orientation of employees based at other locations
- Manage end-to-end employee life cycle for employees
Employee Experience, Engagement and Communication - Deliver industry leading Employee Experience
- Engage with the leadership team and managing stakeholder expectations.
- Proactively sense and address employee grievances/concerns etc. and swift problem resolutions
- Participate with the domains in enabling a transparent and open communication environment.
- Support the leadership team in driving the desired culture and ensuring that the values of the organization are upheld at all times
- Managing Employee Relations and augment employee productivity by addressing to grievances.
- Improving the employee engagement scores with specific interventions and action plans
HR Analytics & MIS - Preparation of periodic HR MIS, reports and analysis for the respective customer groups.
- Discover the underlying reasons for employee attrition and identify high-value employees at risk of leaving and design retention measure
Operating Network: - Internal: BU Head, HR Team Members, Business Leaders, Cross BU HR Teams, Corporate HR teams- OE, C&B, Talent Acquisition, L&D
- External: Vendors & Institutions
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