Primary Purpose: Be a change catalyst in the organization by augmenting the efforts of the leadership team at people practices in building replicable, systemic, performance oriented people processes, supporting all change management initiatives, thus enabling the organization to realize its- growth aspirations on a sustainable basis.

This is an Individual Contributor Role.

Key Job outcomes:

Generative Human resources elements (35%):

- Lead the HR PMO function of the organization in line with industry best practices and be a lead facilitator and support to the leadership in driving all change management initiatives at a global level.

- Effectively support the leadership team in designing the competency mapping model for the organization and effectively implement the same across the organization.

- Effectively and independently draft the organizational policies at the global as well as regional level and thus supports the leadership team in building policy and process framework for people practices across all global locations.

- Effectively and independently build consensus for the new policies and processes at the global as well as regional level and thus supports the leadership team in consensus building in the change management process.

- Effectively and independently draft the standard operating procedures for people processes at the global as well as regional level and thus supports the leadership team in building policy and process framework for people practices across all global locations.

- Effectively and independently build consensus for new SOP's and ensure that they effectively cascaded to all stake holders at the global as well as regional level and thus supports the leadership team in change management process.

- Build and implement career development plan and succession planning framework for the organization.

- Innovate and create process improvements for people processes so as to reduce delivery timelines and yet maintain quality.

- Effectively update all data matrices and create employee life cycle framework and publish people dashboards as per the periodic timelines.

Strategic Performance Management Support (35%):

- Effectively support in the implementation (design to build & cascade) of the balance score card based performance management framework for the organization at the global level.

- Effectively support in implementation and evaluation succession planning framework using progressive KPI metrics facilitating the development of the 2nd line leaders post 12 months of a leaders in a given leadership role.

- Effectively support in creating Employee Value preposition vis a vis the effectively support the leadership team in implementing various talent management initiatives and benchmark the same against industry best practices.

- Identifying workforce requirements to achieve organisation's short and long term goals and objectives (i.e. cross functional ability, workforce expansion or reduction)

- Effectively support the leadership team in graduating the people processes till people CMMi- Level 3 from HR operations and entire employee life cycle management perspective.

- Effectively support the leadership team in building the competency framework and integrate the same with Selection process, confirmation process and appraisal process.

- Effectively support the leadership team in implementing performance management framework at global as well at regional levels.

- Effectively support the leadership team in building the KPI's for all roles in the organization.

- Effectively and independently build organization charts from cost and span modeling and keep the same updated at all times.

- Lead the software and HRIS implementation and change projects and Functional analyst and track the implementation/change projects to completion.

Misc. People Processes Change Management (20%):

- Effectively support in implementation of KPI for all HR role holders and effectively track the same for the HR leadership.

- Build SOP's for all people processes from talent acquisition to post exist interview and ensure the seamless implementation of the same.

- Lead the change process in all people process documentation at global level and maintain a central repository for all such documentation encompassing the version control, in line with best in class knowledge management practices.

- Effectively support in creating Employee Value preposition vis a vis the effectively support the leadership team in implementing various talent management initiatives and benchmark the same against industry best practices.

- Effectively Project Manage all change projects in the people practices domain and ensure that they are tacked to their logical conclusion.

Analytics and Reporting (10%): Generate and review the project management dashboard and highlights areas of focus as well as track continuous improvements. Also prepares and publishes report on HR solutions/various HR initiatives on the defined effort and outcome metrics. Socializes the usage of the reports in delivery by building awareness and communication - IN ORDER to continuously communicate with delivery/operations on effectiveness of HR PMO.

Work Relations:

Internal:

- Reporting to Global Head HR (VP-HR) for all functional as well as admin issues.

- Interfacing with all service level heads and managers based out of India as well as other global offices. (24 X 7 work environment).

- Interfacing with Business development, finance, administration team members and software development teams of for all functional as well as operational issues.

- Interfacing with employee committees and all employee through town halls and webinars.

External:

- Interface with potential and existing vendors and channel partners.

Qualification:

- Post Graduate in Human Resources - Full time course from a reputed institution. Exposure to MS project management or HR PMO shall be quite helpful for the role holder to suceed in the role.

Expected Competencies:

Pioneering, Affability, Persuasiveness, Friendliness, Positiveness, Rapport, Communication, Activity, Restlessness, Alertness, Urgency, Ebullience, Animation, Flexibility, Persistence, Independence, Strong Will, Adventurousness, Boldness, Courage, Venturesome

Tangible, measurable results must be obtained despite opposition or resistance to their accomplishment. There is pressure to meet deadlines in an environment laced with a wide variety of problems and unexpected interruptions.

The Job Profile indicates that the job requirement is for a person who is inspirational, manipulative and has the drive to achieve. The job is likely to require that tangible, measurable results are to be obtained despite opposition or resistance to their accomplishment. There may be pressure to meet deadlines in an environment laced with a wide variety of problems and unexpected interruptions. Communication and people skills are also important aspects of the job. The person fulfilling this role should be self-starting, competitive, imaginative, direct, influential, persuasive and self-confident. Independence, mobility, activity, pace and authority are also factors which could be important to this position.

Experience: 7-9 Yrs, primarily in global ITeS space.

A. Minimum 3 years of relevant experience policy design.

B. Min 3 years exposure process improvement, effective SOP design, Project Management, Change Management.

C. Should have exposure to people CMMi-L3 practices.

No. of vacancies: One

Working Hours: 5 days week (Flexibility to stretch and work in a 24X 7 environment is a MUST)

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