Manager/Associate Director - HR Business Partner - Big4

- Manages projects and people for HR activities related to managing the employee lifecycle i.e Onboarding, Performance Management, Performance Development and Exit management, while providing on the ground support and driving the initiatives of respective COEs for engagement, Reward and Recognition, Diversity and inclusion etc.

- Sets up and monitors compliance of internal processes. Reminds stakeholders of any outstanding processes.

- Ensure documentation of any new process / client / vendors

- Adds value by enabling improvements in Company's processes and internal services

- Anticipates the needs of the business, listens to and addresses concerns.

- Provides compelling and well thought-out solutions in a credible manner

- Demonstrates a tolerance for ambiguity and an ability to flex delivery style to meet various needs.

- Manages a range of resources to deliver exceptional internal client advice and support.

- Considers both client and financial implications when making difficult decisions and builds contingency plans.

- Applies sound judgement when faced with moderately difficult decisions.

- Demonstrates perseverance and tenacity in the face of setbacks.

- Develops lasting internal client relationships and actively builds their network and a range of experience to help address client needs..

- Providing support to the HROP team during the onboarding process for day one induction failiarizing new joiner with firm people agenda

- Monitors the process for on boarding Advisors, Senior Advisors, Academic trainees and third party resources in the system ensuring accuracy in the documentation.

- Provides approval and resolves escalations while managing the employee database by making the adhoc changes for PM and supervisor update, contract end dates for FTS resources, retainers etc, partner,HRBP etc as per business requirement.

- Makes timely approval as required for Functional and Location transfer in the system in accordance to our transfer policies in the system in a timely manner as per business requirement

- Drives business culture to encouraging the performance development processes for completion of goal setting, self assessment and closure of rating forms, having maximum contects/performance conversations between the PM and the employee.

- Drives the YER process for the business.

- Drives business culture encouraging maxzimum participation in the various different initiatives by PRIDE.

- Monitring and controling the allocation and utilization of the encore bugdets and providing guidance.

- Providing support and guidance to junior team members for exit process ensuring compliance in the exit related activities of resignation discussion, completion of exit clearances, treatment of notice period etc.