Description
Responsibilities
Qualifications
•Manages projects and people for HR activities related to managing the employee lifecycle i.e Onboarding, Talent Management, Performance Development, Compensation & Benefits and Exit management, while providing on the ground support and driving the initiatives of respective COEs for engagement, Reward and Recognition, Diversity and inclusion etc.
•Acting as primary contact for local business leaders on human capital issues
•Works closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies
•Works pro-actively with HRBP lead to identify and communicate HR direction and issues to business leaders
•Manages end to end compensation exercise including benchmarking, designing compensation philosophy and working with business to implement compensation startegies
•Influences business SPOCs to decide and act in a timely fashion to respond to business requirements and issues
•Provides the business with relevant metrics, analytics and data, to make HR related business decisions
•Provides HR Policy guidance and interpretation.
•Supports customer service and operations service resolution for critical or sensitive issues
•Ensures HR solutions are aligned with business strategy
•Support cultural changes across the business unit through a variety of different methods, including implementing action plans following the GPS Survey, enabling managers to more effectively line manage their colleagues.
Responsibilities
•Acting as primary contact for local business leaders on human capital issues
•Works closely with the business to strategize and lead employee engagement initiatives, improve work relationships, build morale, increase productivity and develop and execute retention strategies
•Works pro-actively with HRBP lead to identify and communicate HR direction and issues to business leaders
•Manages end to end compensation exercise including benchmarking, designing compensation philosophy and working with business to implement compensation startegies
•Influences business SPOCs to decide and act in a timely fashion to respond to business requirements and issues
•Provides the business with relevant metrics, analytics and data, to make HR related business decisions
•Provides HR Policy guidance and interpretation.
•Supports customer service and operations service resolution for critical or sensitive issues
•Ensures HR solutions are aligned with business strategy
•Support cultural changes across the business unit through a variety of different methods, including implementing action plans following the GPS Survey, enabling managers to more effectively line manage their colleagues.
Qualifications
•10-12 years’ relevant experience
•Excellent interpersonal skills
•Good Stakeholder & People Management Skills
•Proficiency in working with MS Excel and strong hold on analysis of data.
•Excellent understanding and working knowledge of the compensation activity; experience in utilizing market research to provide insightful inputs
