Manager - Compensation & Rewards/Analytics - Hospitality

Job Purpose - Provide dedicated and specific HR support with best practices on compensation and benefit policies across all levels of the organization responsible for developing & implementation best performance management systems and process.

Key Accountabilities :

1. Development and implementation of good compensation & benefits policies across all levels of the organization in line with company objectives.

2. Development and implementations of performance management process / goal sheet / Mid-year review.

3. Development and implementation of carrier path & promotion policies across all levels of the organization.

4. Analyzing and evaluating data and reports through Tableau / Power BI

5. Manpower Budgets

6. Bench marking with good corporates

Competencies :

Behavioral Competencies:

Strategic Orientation:

A. Connect the dots, visualize the big picture, and recognize long term implications of today's actions while making decisions

B. Understand organization dynamics / industry trends / financial data and translates this knowledge to articulate business strategies

C. Integrate the interests of the environment, society and communities in one's actions, decisions and business strategies

Entrepreneurial Mind-Set

A. Take initiative to spot medium and short term business opportunities and capitalize on them by taking actions with speed and agility

B. Be comfortable in ambiguous situations, present oneself with conviction and poise, and recover from setbacks with increased energy

Stake Holder Partnering

A. Cultivate and leverage formal and informal networks and enduring relationships with stakeholders through respect, trust, and empathy

B. Build strong relationships with existing and potential customers, discover customer needs, take ownership for customer issues and strive to deliver superior customer experience by taking continuous feedback

Outcome Orientation

A. Execute tasks efficiently and safely through effective time management, planning, process efficiency and product/service quality

B. Analytically review risks / problems/ issues by assessing their potential impact and developing robust contingency plans

C. Act as a custodian of the organization by taking complete ownership of goals / desired outcomes

Transformation Mind-Set

A. Continuously update one's knowledge and skills in line with changing business dynamics and operating mechanisms, and apply the learning to perform in new or changing contexts

B. Challenge status quo, create a business case for change, align stakeholders and manage challenges of an uncertain environment

Innovation Focus

A. Leverage technology to win in the market

B. Build an agile organization (i.e. fluid structure, nimble processes) which responds rapidly

to business challenges and market demands

Team Orientation

A. Inspire a common vision by fostering teamwork, participate actively in the accomplishment of team objectives, and lead from the front by 'walking the talk'

B. Encourage differences in opinion and deal appropriately with conflict

Employee Development

A. Unlock and channel the potential of employees, provide timely feedback, address performance issues, and actively sponsor their development

B. Build a work environment where high performance and meritocracy are valued

Role-specific Competencies

Communication skills

Inter personnel skills

Problem solving skills

Personal and professional integrity with a passion for organizational excellence

Analytical skills

EDUCATIONAL QUALIFICATIONS: Masters / PGDBM / PGDM in Personnel Mgt. / HR

RELEVANT EXPERIENCE:

8-10 years' experience in HR.

5-6 years' experience in company & benefit vertical of a reputed organization.

Interface with Key Customer

Key Internal Customer

- ALL HODs

- HR heads of other businesses interaction

- Corporate HR

Key External Customer

- Company survey agencies

- Companies to bench mark on good compensation & benefits policies

- HRD network, CII, SHRM