Manager / Sr Manager HR a key individual contributor position within Human Resources Generalist function providing HR solutions to internal teams and stakeholders.

- Consults on HR solutions & improvement projects within applicable HR Policies, Processes & Programs to resolve issues on a variety of people and HR program related topics.

- Manager / Sr Manager may also assume lead responsibility for the complex investigations, represents the HR Operations perspective on regional & global project teams & process improvement initiatives, HR Projects and may serve as a mentor to less experienced HR Connect Consultants.

Core Responsibility Areas:

HR Processes improvement & Programs implementation Initiatives:

- Partners in improvement initiatives &projects with stakeholders and occasionally play lead role as an HR Subject Matter Expert in such initiatives in areas of Role transformation, Compliance, Benefits, Engagement, Work Group dynamics, HR Policies etc. which influence key policy/ program directions.

HR Consultant to Associates and Business Group Managers:

- Performs a variety of interactions with the Business Group Managers & colleagues providing consultation on issues related to HR policies and processes.operates as an SME and independently to organize priorities and resolve issues in the required functional and domain areas.

- Interact with HR Advisors, Workforce Relations and General Counsel to determine appropriate course of action and bring queries and issues to closure.

Core areas of consulting include:

Performance Management:

- Provides advice and counsel on complex performance management issues.

- Partners with the associate, manager and other business leaders to address performance gaps and facilitates discussions/ process to assess appropriate action.

- Guides Managers on all aspects of performance management including feedback and performance coaching.

Employee Relations:

- Participates in design and implementation of various employee relations programs. Conducts investigations independently and brings issues to closure, following the appropriate protocol.

- Partners with senior investigators on sensitive complex situations that have potential for broad exposure.

- Partners in driving employee engagement programs through proactive and structured interventions.

Policy/ Procedure/ Employment Practices:

- Consults on whole range of HR policy & progresses.

- Supports managers in applying HR policies on moderate to high risk situations.

- Consults on Workforce Relations matters and plays key role in reviewing policy revisions and / or creation need and in managing policy revision projects.

- Manages situations concerning Employment Contract matters.

Talent Management:

- Serves as a resource on competencies & development tools for managers and associates.

- May facilitate corporate and segment specific HR courses for associate/ manager development.

- May be responsible for elements of on-boarding, internal talent movement and exit processes.

- Partners in designing and implementing career and talent movement programs.

Rewards:

- Within the Total Rewards guidelines, consults with managers and leaders on Pay & Recognition programs for individuals and teams.

- Assists managers in utilizing rewards programs to motivate and recognize teams for their contribution.

- Partners in implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support.

HR Program Effectiveness & Process improvement:

- Provides input and feedback to HR Connect Management on gaps and opportunities for improvement in HR programs and internal partnerships.

- Contributes to develop/ refine HR programs & processes through quality improvement interventions.

- Partners in sharing the HR trends & intelligence for alignment & review of HR priorities.

Naveta anand

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