Employee Life Cycle Management Ensure Quality Employee Lifecycle Processes Implement Employee Lifecycle Management Processes (Processes post Recruitment Step) at the Highest Quality and within TATs for the Region in collaboration with Supervisors, TA Team, HR Ops Team, ER Team and other Corporate HR Team.
Ensure that HR Systems are updated with accurate employee data and process data Measure, Report and Analyze the Delivery Quality & TAT Adherence of LCM Processes on a Monthly Basis (Through Process Scorecards) Enabling Performance Create a Meritocracy oriented work culture by driving the PMS process and implementing quality R&R; programs Implement PMS - Drive Goal Setting, MYears, Annual Appraisals and PIP process to establish a Fair, Transparent and Merit Based Performance Culture.
Build Supervisors and employees awareness and understanding about the PMS.
Facilitate to complete the various PMS process steps in a timely ad compliant manner Implement Recognition/Awards frameworks so as to build an "Appreciative Culture".
Work with the Line Supervisors and other Stakeholders to analyze and improve PLP effectiveness Identify Performance Issues at Individual and Team Levels on an ongoing basis and drive timely interventions to address these pro-actively Talent Management & Capability Building Implement the Capability Development and Career Progression Interventions for the identified Segments of Employees at the Region like Hi-Pots, Supervisors, Young Talent from Campuses, Women and HR Team Members Ensure Job Rotations for all employees as a mechanism for Capability Development, Talent Mobility across Verticals/Businesses and Risk Mitigation Facilitate Employee Movements/Transfers Facilitate Staffing decisions for the new roles or vacancy roles in close collaboration with TA Team and Line Supervisors Employee Engagement & Retention Increase employee retention and EVP Monitor and drive the Employee Retention Interventions Regular implementation of Employee Communication & Connect Programs (Communication between - Employee to HR, HR to Employee, Employee to Leadership, Leadership to Employees) Identify Teams and Themes that need intervention at the Region.
Effectively Manage the Employee Escalations at the Region Design and Implement Mass Engagement interventions at the Region to bring Employees from various backgrounds together and to enhance their emotional connect with the organization Implement special interventions for Specific Segments of employees - Women, Young Campus Talent etc.
Drive D&I; interventions.
Implement EVP and Culture Interventions Work closely with other HR Functions - Talent Acquisition, Talent Management & OE etc.
to enhance employee experience Implement centrally driven HR initiatives in the region Ensure TAT and Quality are maintained for Centrally driven HR projects/ initiatives Participate in the National level initiatives Provide inputs to COEs and other Central Teams to enhance the effectiveness and efficiency of HR Processes.
Human Resources Processes and Systems
Planning and Organizing Skills
Verbal and written Communication
ER, Labour Law Compliance