Key Job outcomes:   Employee Engagement and Attrition Management (25%):   - Lead the employee relations and HR operations 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 addressal 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

Gujarat

Others

Lead/Manager/Senior Manager - HR Business Partner - KPO 

Lead/Manager/Senior Manager - HR Business Partner - KPO  ,Job Description for Lead/Manager/Senior Manager - HR Business Partner - KPO  in HR Analytics LLP in  Gujarat Others for (8-11) years of experience. Apply Now!

Job Description for Lead/Manager/Senior Manager - HR Business Partner - KPO  in HR Analytics LLP in  Gujarat Others for (8-11) years of experience. Apply Now!