Manager - HR Business Partner - BFS

Role Responsibility :

Talent Engagement & Succession Planning:

- Share the attrition analysis at the agreed frequency and to initiate appropriate steps to reduce attrition percentage with an increased focus on retention of top talent and new joiners.

- Effectively engage with all employees to stay abreast of concerns and address personnel issues.

- Partner with Business to work on HR actionables emerging out of site Engagement activities.

- Responsible for driving the Engagement model for the business being supported. (He will not be involved in creating an engagement model)

- Drive programs to enhance the capability of people managers

Compensation, Reward and Payroll:

- Ensure that the payroll inputs are sent in time and terminations are completed in the system so that there is no payroll leakage.

- Work closely with business heads to ensure that the reward exercise is completed as per the Total Reward philosophy.

- To ensure that Employee Payroll and Reward programs are administered in a timely and accurate manner.

- Ensure effective handling of relocations, movements, transfers and promotions through communication, database updates and compensation

HR Systems, Risk and Compliance:

- Drive improvement in usage of HR Contact Center and provide constructive feedback to improve the employee experience.

- Implement HR system changes in the business teams through effective dissemination and education.

- Oversee the Manager Self-Service transaction in People soft and other relevant tools.

- Ensure consistent management of a wide range of issues including ineffective management, grievances, disciplinary processes, inappropriate behavior, failure to adhere to the Company's policies and procedures, breaches to regulatory rules etc.

- Understand, follow and demonstrate compliance with all relevant internal and external rules, regulations and procedures that apply to the conduct of the business

Performance Management

- Oversee the performance management cycle to ensure processes like data validation, objective settings, reviews and feedback are completed in the system within agreed timelines.

- Ensure that the under performing employees are put on an action plan, either through Performance Improvement Plan (PIP) or other level of corrective action

MBA from Tier 1 and Tier 2 institutes are preferred.