Job Family Descriptor Delivery and administration of a broad range of human resources services to ensure the people strategies in the business are aligned to corporate goals. Responsible for effective implementation of company’s HR Strategy, policies, practices and systems with their group(s). Work closely and provide feedback to the HR COE’s on policies and processes to gain alignment. Provide consultative, advisory and administrative management services in all areas of human resource management including: talent manegement, employee relations, recruitment, organizational training and development, benefits management. Work closely with Business heads to understand organization imperatives and prepare Business HR key imperatives and individual plans for relevant HR processes based on historical data, business requirements and priorities. Provide business with regional/ business unit perspective on HR issues and ensure statutory compliance with all regional labor laws. Participate in forecasting of manpower requirements for the year and per quarter AOP projections based on business needs, projected attrition and expected location movements.
Design and develop innovative and high-impact talent management programs and processes to improve the depth and diversity of global leadership talent. Institutionalize PMS framework within business lines and monitor completion; Collaborate with business leaders, BHR and RHR Teams in design and deployment of performance management programs like succession management/talent pipeline management, reward and recognition etc. Possess strong business acumen and the ability to link current and anticipated business challenges with the strategic HR imperatives. Work with business managers to provide inputs to the CandB team on business requirements and drive implementation of annual salary increase and bonus pay plans within the business/region. Liaise with LandD team to determine training needs for the business/region and ensure implementation of training programs. Plan and drive implementation of employee engagement initiatives based on defined engagement objectives for the business, Track effectiveness of initiatives undertaken; Review and study metrics received on various factors like employee engagement, attrition, headcounts, vendor costs, investments required in employees etc.
Broad outline of the Role Drive the execution of HR plans, policies and processes related to recruitment, employee relations and talent management with in a team; drive operational activities related to employee engagament and regional HR issues. Work to institutionalize processes set by Supervisor and drive ownership within employee groups.
Focus is on implementation and control as well as policy development.
Operational role, responsible for delivering results that have direct impact on the achievement of results within the job area and may also impact a wider operational area.
Self-sufficient, capable of identifying key issues and priorities and focusing on these to deliver required results with minimal direction and supervision.
Able to identify problems and significantly improve, change or adapt existing methods and techniques. Might lead/ mentor small teams
Education : Post Graduate with a HR specialization
Experience : 4-7 years post qualification experience, in a HR Generalist/customer facing role Purpose - Broad objective of the role Operating Network - Key External Operating Network - Key Internal Size and Scope of Role - Financial Size and Scope of Role - No. of direct reports Size and Scope of Role - Total team size Size and Scope of Role - Other size parameters Minimum qualification & experience Other knowledge/skills Key Responsibilities Technical Competencies Knowledge / Skills Communication Skills