Position: TL/AM - HR Business Partner

Primary Purpose: Be a lead HR business partner and change catalyst in the organization by augmenting the efforts of the leadership team at people practices in building replicable, systemic, performance oriented people process, thus enabling the organization to realize its- growth aspirations on a sustainable basis.

Key Job outcomes:

Employee Engagement and Attrition Management (25%):

- Lead the employee relations and people operation functions of the origination in line with organizational best practices and be a facilitator and custodian of positive work culture in the organization.

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

- Effectively supports the leadership team in resource management strategies thus utilize the existing skill pool in building efficient and productive teams across service lines.

- 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.

- Effectively run and manage early warning systems and be a catalyst in critical talent retention.

Employee Connect and Fun @ work Management (25%):

- Effectively manage all employee touch points and track the feedback to logical conclusion encompassing all relevant stakeholders.

- Effectively support the leadership team in various people initiatives and Advantmed Value building initiatives as required from time to time.

- Ensure people CMMi- Level 3 compliance on HR operations and employee life cycle management.

- Facilitate employee committees and cross functional teams.

- Effectively plan and manage all high visibility programs, Fun @ wok, Employee connect programs, quarterly newsletters, Town halls, CXO hours, and Advantmed Strategy week.

- Define the quarterly/periodic communication plan for or units in line with the overall unit communication plan.

- Effectively lead the implementation of programs like, D-90, 15-Day One -0-ones, anniversary One-0-0nes and other new connect initiatives.

- Deploys Rewards & Recognition program for the org/unit, Execute the org. R &R process at the Unit level.

- Defines the disciplinary handling process and provides support for disciplinary cases as required.

- Monitor and ensures the effectiveness of the grievance resolution mechanism and employee query handling processes.

- Monitors the employee governance process, intervene where required IN ORDER to drive employee adherence to code of conduct. Handle level 3 disciplinary cases (along with VP HR in extreme cases) by conducting investigation, and taking action with the employee.

- Checks continuously to evaluate the effectiveness of the discipline process within the organization and drives communication to educate employees.

Workforce Planning and Talent Management (20%):

- 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)

- Execute division specific performance management framework and initiatives, program manages appraisal cycles & CRR process (delivery, sales and consulting), Conduct orientation workshops for appraisers across locations and onsite, CRR CG Councils.

- Post appraisal conducts and reviews the status of the PIP cases in order to ensure fair and effective feedback mechanism which will lead to improved performance.

C&B Management (10%): Effective execution of various C&B program plan by co-coordinating with various stakeholders to gather recommendation for specific HR programs like flexi pay, comp review, etc.; communicate policy changes, address queries within SLA. Data inputs to leadership based on operational realities in order to maintain the timelines and create policy awareness among employees.

- Employee Development (10%): - Coordinate and participate with L& D team to execute unit level training / development initiatives. Track completion of ITP and certification in order to build the required competencies within the unit in line with business requirement.

- Analytics and Reporting (10%): Generate and review the workforce 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

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.

Expected Competencies:

Pioneering, Affability, Persuasiveness, Friendliness, Positivity, 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 through other, wherein one will not have any direct control. There is a need of high Relationship building skills. There may be necessity to be flexible to work in time zones as per the need of stakeholders. May need to work in an environment laced with a wide variety of problems and high ambiguity. Communication and people skills are also important aspects of the job. The person fulfilling this role should be self-starting, People facing, imaginative, direct, influential, team player and self-confident. Independence, mobility, activity, pace and authority are also factors which could be important to this position.

Experience: 4-8 Yrs, primarily in global ITeS space. (Candidates with more than 10 years of experience will not be considered)

A. Minimum 3 years of relevant experience HR Business Partner.

B. Min 3 years exposure process improvement, effective people management, HR Operations.

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

No. of vacancies: 1

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

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