Employee Engagement & Employee Relations Administration:

- Work closely with the HR head and the COE Teams in developing an engaged workforce.

- Works closely with the business to ensure maximum participation in the employee engagement surveys.

- Evaluates results and identifies post survey actions.

- Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team.

- Plans and manage employee engagement programs, calendar events, business connects, leadership and HR connects/ town halls, R&R and HR communications.

- Participates in the design and implementation of various employee relations programs.

- Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the defined SOPs.

- Partners with Head- HR and Compliance Team on sensitive or complex employee situations at the Zone that may have potentially broader risk exposure.

- Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties interests.

Performance Management & Total Rewards Administration:

- Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development.

- Analyse business goals and recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development of HR within the organization.

- Provides advice and counsel on performance management issues.

- Helps providing critical inputs on the incentive Policies across LOBs. Suggests and guides on the policy formulation to drive maximum productivity along with effectively controlling costs.

- Partner with National Heads and Zone business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action.

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

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

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

- Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling.

- Coaching and providing feedback to key stakeholders to help improve business efficiency.

Talent Acquisition, On-boarding & Induction Operations:

- Work closely with the Business head in the P&B exercise wrt to manpower planning across locations.

- Manage the recruitment process across all the business across the LOBs Pan India to ensure that timely manning of businesses for delivery as per the organizations plans.

- Ensure Recruitment process adherence as per the defined SOPs.

- Ensure increase of diversity across the LOBs through internal movement and external hirings in accordance to the ABC vision.

- Strategize the recruitment activity and ensure controlling of costs by application of innovative means of hiring.

- Ensure right source mix adherence across the LOBs.

- Partner in selection process of lateral hires for Lines of Business by carrying out HR interviews.

- Supports the Corporate TA team on Campus Recruitments within the Zone.

- Ensure seamless On-boarding and induction support for new joiners in the zone.

- Identifies recruitment vendor partners across Zones and supports the sourcing of profiles for Zonal positions.

- Facilitates interview and candidate assessment processes in conjunction with Zone Business Managers.

- Facilitates pre-joining candidate engagement for Zone prospective hires as per process guidelines.

L&D and Talent Management Operations:

- Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc.

- Partner with managers to retain, develop and motivate people to achieve their fullest potential.

- Partners with business and the Corporate HR team on workforce planning, succession planning, and skills assessment.

- Assesses the Line of businesss HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate.

- Provides inputs on competencies and development tools for managers and employees within the Zone.

- Facilitates career management programs Pan India in collaboration with business managers.

- Works with the Corporate Talent Management team to identify Talent Pool across LOB and engage with them on a regular basis through various touch points.

- Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers.

HR Operations:

- Ensures effective documentation at the zone of all important personnel documentation such as joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner with the help of the regional HR Business partners.

- Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration.

- Supports roll out of and awareness building on employee benefits.

- Ensure Compliance across the Zonal offices in coordination with the COE Team.

HR Processes & Policy Compliance:

- Implements, administers, and interprets [when required] corporate policies, programs, or procedures.

- Ensures adherence to organizational and employee policies at the zone.

- Builds awareness about policy objectives and procedures.

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

- Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate.

- Advices on policy revisions and / or creation from a Zonal/ perspective.

Stakeholder Management:

- Provides ongoing support to the business leaders on human resources related matters, policies, and procedures.

- Challenges business in specific instances on policy adherence and employee welfare concerns.

- Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors, and vendor partners in keeping with organization guidelines and objectives.

- Improve effective internal customer service focus across the organization.

Employee Feedback & Exit Management:

- Creates forums and facilitate interactions between the employees and the Business Head/Zonal business leaders on a regular basis.

- Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback.

- Set up processes to manage exit interviews and supports the business in analyzing the data.

- Identifies solutions to manage voluntary attrition in line with organization norms.

HR MIS, Audit Requirements & Reporting:

- Provides LOB/Zonal MIS inputs for key Organization wide HR Dashboards.

- Validates Headcount and other critical information metrics against actual Zone representation for the Corporate HR reporting requirements.

- Generates analytics of Zone data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc).

- Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.

- Extends all required support to HR audit exercise and takes appropriate action to address observations, if any, at the Zonal level.

Team Management & Development:

- Lead and develop a team of HR professionals in a high growth, rapidly changing environment.

- Ensure continuous coaching and Mentoring of Teams with an ability to identify problems and drive appropriate solutions.

- Devise L&D interventions for the team to ensure continuous development and upskilling in terms of knowledge and key competencies.