About the Organization :

An Indian multinational corporation that provides business consulting, information technology, software engineering and outsourcing services, it is the third-largest India-based IT services company

Location : Bangalore

JD :

Capture and highlight key statistics on a period basis as required by the unit. in order to communicate regularly with the stakeholders the people health of the unit.

Business Solutions :

- Evaluates the key business trends and dialogues with business heads on people challenges in business direction.

- Creates solutions/approaches to provide people solutions for business. Drives the solutions to desired outcomes and continuously monitors its effectiveness - IN ORDER to partner with business by driving people solutions for business across geos.

BU HR solutions :

- Provides direction to Manager HR in analyzing the key changes required in HR initiatives to have maximum people impact.

- Evaluates the options provided and guides Manager HR to arrive at an optimum solution; guides in creating a plan of action.

- Communicates and influences business to partner or support the key changes required - IN ORDER to drive HR as a effective people partner of the unit.

- Creates HR succession for his team and drives its implementation.

Employee governance and welfare :

- Monitors compliance to labor laws across geographies and ensures adherence IN ORDER to drive compliance

Employee engagement :

- Provides direction to design employee engagement practices which create a positive work environment and facilitate employee to perform to the best of their ability. Guides the team institutionalize a robust communication model to ensure maximum connect of employees with mgmt and dissemination of information.

- Define a process to measure diversity of work force Benchmark across other organization and assess the communication plan across the units, ensure consistency in communication.

- Provide feedback from the ground (employee pulse) to COEs, participate and influence in org level engagement activities in order to drive engagement at org level and across the units consistently.

Employee Development :

- Designs and drives the Employee development initiatives (like high performer development, succession planning, competency development, promotion/progression etc) to align to business outcomes.

- Monitors the effectiveness and brings improvements to process. Understand business requirements for training and partner with corporate training functions to create and customize programs for unit teams.

- Review CCMS updates in order to assist managers overcome blocks if any.

- Check and review the JD`s and competencies in order to ensure the right gap identification. Drives unit level succession planning

Compensation & benefits management :

- Creates unit specific Reward schemes to drive the reward philosophy.

- Designs ROI measures for the reward programs, continuously mentors its effectiveness and takes corrective action where required.

- Designs and drive extensive and continuous communication channels to address perception of care, fairness and equity.

- Influence managers to understand the philosophy and use them as the vehicle of communication of reward philosophy - all in ORDER to create an effective reward culture within the unit

Performance Management :

- Drives the performance management system to align to business needs in addition to people needs.

- This involves aligning goal setting to business outcomes and people drivers; aligning normalization to reflect business performance; guiding CRR to evaluate potential for growth; creating reward climate to drive performance ethic and managing consequences of poor performance - all of these IN ORDER to effectively connect performance management to business, employee as well as organization needs

Deployment :

- Evaluates the challenges inherent in the emerging business need and proposes alternatives/solutions to the GHRM.

- Translates the talent pipeline strategy into actionable approach for his unit by getting into details of skill requirements - numbers, competencies, domain etc IN ORDER to assist the unit in coming up with a effective staffing solution

Employee Assimilation :

- Laterals - Meets and address them at the location he works out of. Communicates with them through online chats post 3 months of joining to check assimilation

Hiring :

- Design and institutionalize a process for identification and training of interview panels as per recruitment compliance guidelines.

- Provide analysis and reports to the unit mgmt on recruitment progress, statistics and achievement against targets. participate in org level and unit level recruitment drives.

Isha Singh
Consultant HR Hiring
Datawise Consultants

This job opening was posted long time back. It may not be active. Nor was it removed by the recruiter. Please use your discretion.