Senior Manager - HR Arahas Technology (IT Solutions& Service Organization)

- Position requires working from Office.

Key highlights of the role are listed below (purely indicative and not limiting):

- Incumbent would be responsible for HR Partnering along with Key HR project implementation. Role holder will also have responsibilities towards Performance Management, C&B, Learning & Development and Corp HR.

Talent Acquisition and Retention:

- The position formulates partnerships with Business (Functional Head / Vertical Head) for Manpower Planning, Forecasting and budgeting activities as per business plan.

- The role holder will be partnering with hiring managers to identify recruitment needs and required competencies. Also ensure that business have job descriptions and KRA's for all positions.

- Develop Talent Acquisition and Retentions strategies and ensure its effective implementation

- Work closely with business leaders to influence effective recruiting approaches and set realistic expectations on time to fill, compensation, candidate pool quality, and market feedback.

- Develop strategies for recruitment of open and replacement positions in line with manpower planning forecasting and TAT. Generate ready pipeline for future hiring needs maintaining the flow of candidates.

- Maintain the sourcing mix to reduce the cost per hire.

- HR planning & Consultation:

The role holder should be able to act as a consultant and strategic advisor to business on human resources management and organizational changes.

- Partner with Business to drive and align with organization business plan.

- Drive all HR projects closely with business team covering employee engagement, performance management, organizational design, talent management, policy and process review

- Analyses trends and metrics in partnership with the Corporate HR to develop solutions, programs and policies.

- Work closely with management and employees to improve work relationships, build morale and increase productivity and retention

- Consults with line management, providing HR guidance when appropriate.

- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.

- Provides guidance and input on department restructures, manpower planning and succession planning

Learning & Development:

- Identifies training needs for teams and individuals.

- Evaluate training programs along with Learning and development vertical for the departments.

- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.

C&B:

- Perform benchmark analyses of compensation and benefits and support in the C&B process

- Conduct ongoing research into emerging trends, issues, and best practices

- Prepare the compensation and benefits budget, including the regular monitoring, reporting, and adjusting of the budget

- Coordinate C&B processes like salary planning, bonus planning, new benefits introduction, etc.

- Analyse different components of the remuneration scheme in the organization and prepares reports about the internal equity and external competitiveness

- Design and develop compensation policies aimed at employee retention and employee welfare

- Evaluate and report on the effectiveness of employee benefit programs.

Talent Management:

- Develop framework for Identification of Critical talent and their Career Planning.

- Collect, analyse and maintain data gathered for targeted leadership development (e.g. succession planning).

- Recommend assessment tools to identify high-performing individuals and high potentials.

- Discuss career-pathing options with high-potential employees

- Conduct skills gap analyses to determine personnel needs

- Organization structuring, Creating organizational charts and Job descriptions

- Manage employee exit processes, including conducting exit interviews

Performance Management:

- Manage the maintenance and governance of the performance management policy, including refining the company balance score card, timely performance review completion and education.

- Oversee execution through online performance management system.

Employee Engagement:

- Conceptualize, design and implement employee engagement strategies that results in the adequate impact on improving efficiencies and effectiveness.

Employee Value Proposition:

- Create the Employee Value Proposition for the organization and integrate the same to various people's processes and practices to deliver a consistent employee experience.

Employer Branding:

- Build and drive the Employer Branding plan for the organization across among different stakeholders through online and offline channels.

Applicants should possess the following attributes:

A full time MBA with experience in broad range of human resource domains TA & Retentions, H Operation with minimum of 12 years' experience in IT Sector.

- Extensive experience in broad range of human resource domains including Talent Acquisition, Project Management, Analytics, Manpower Management compensation, Performance Management.

- Excellent excel skills ,should be able to manage and analyse large data.

- Strong analytical skills with ability to strategically solve problem

- Strong business and HR acumen, including strong problem-solving skills, critical and analytical thinking

- Should have partnered with business in prior work experience and demonstrated ability to implement talent acquisition/talent management and retention measures.

- Should possess strong communication & influencing skills.

- Solid track record of building relationships with senior stakeholders

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