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08/11 Jyoti Chauhan
HR Executive at Xpert Conexions

Views:523 Applications:115 Rec. Actions:Recruiter Actions:14

Manager - HR Generalist - IT (15-20 yrs)

Delhi NCR Job Code: 1177499

Description of Responsibility

1. Capability Building

- Create strategy for leadership, functional and behavioral capability building of employees at all levels

- Ensure alignment with Talent Acquisition and Recruitment teams

- Govern and conduct TNI (Training Need Identification) annually across the organization to identify skill gaps. Further extract and maintain data from SAP regarding TNI.

- Ensure compiling of TNI data in a logical manner to aid efficient analysis and chart out relevant development tracks. Govern the process of sharing TNI data along with t MAQ format to be filled by respective HODs and take sign off from HODs.

- Govern planning and execution of T&D initiatives by finalizing -required leadership, functional and behavioral competencies, training calendar, training mix (ILT / Virtual / Blended), content design and training effectiveness measurement matrix

- Govern collecting and collating of data from various departments within the company for preparation of Training Calendar

- Govern nomination process of Training Programs by inviting requisite participation from RMs/ HODs

- Measure ROI / Effectiveness of trainings

- Monitor feedback of training interventions and take appropriate action wherever required

- To keep abreast with modern and innovative L&D and skill-building techniques to increase ROI of Capability Building Initiatives

- Build long term relationships with external stakeholders (vendors) to ensure smooth execution of initiatives

- Govern utilization and optimization of annual training budgets

2.Performance Management and Career Progression

- Drive high performance culture through a robust performance management system that is aimed at recognizing and rewarding high performers

- Help organization in building the employer brand in line with organization's Employee Value Proposition

- Govern Performance Management lifecycle of organization starting goal setting, midyear reviews and annual reviews for timely initiation and completion

- Finalize CSFs (Critical Success Factors) of the organization for building a highperformance culture

- Prepare department level performance scorecards

- Help in conducting goal setting awareness sessions in collaboration with PMS champions

- Preparation of PMS final scorecard data to be handed over to C&B Team for implementation

- Provide a career management system that is linked to employee aspirations, performance and capability

- Drive identification and development of high potentials across the organization

- Develop organizational level career path for career advancement and help managers conduct career mapping exercise

- Identify and support talent across organization for career progression planning and succession planning

- Establish fair, workable and consistently administered promotion policies and procedures.

- Facilitating promotions by providing employees with career coaching, helping managers develop clear selection criteria and cushioning the blow for those not selected for promotion.

- Govern promotion action/confirmation action in SAP along with issuance of promotion letters and confirmation letters

- Utilize non-traditional career progression tools like job rotation and job redesign as and when required

- Drive efficient Talent Management Process by aligning organizational goals to talent management outcomes

- Be a brand ambassador for organizations Talent Management agenda

3. Total Rewards

- Design and Align organization total rewards philosophy basis organizations goals.

- Implement best practices in the organization by keeping oneself abreast with the new

/ leading practices in the areas of Total Rewards

- Design and execute compensation and benefits policies for the organization

- Educate Managers and HR partners on Compensation and Benefits philosophy, policies and practices

- Ensure internal parity and external competitiveness through review of salary bench-marking data and ensure salaries, increments etc. adhere to the compensation philosophy and organization needs

- Design and implement various compensation programs like Long term incentive Scheme (LTI), Midyear correction, ESOP, incentive and annual increments to ensure optimal budget utilization

- Plan and forecast annual Manpower Budgeting. Provide analysis of the same to the higher management

- Plan overall compensation structure and ensure inputs to relevant finance teams to build rate cards and conduct annual budgeting exercise

- Design every aspect of complex compensation programs resulting in significant and long-term changes to the company's compensation offerings and policies ensuring optimal budget utilization and meet statutory amendments.

- Design and develop training, education and communication materials for the

implementation of compensation programs

- Serve as an SME and advisor to HR and recruitment teams as needed in all aspects of compensation design planning and administration processes

- Drive customization and creation of new policies and programs that address the organization's ability to attract, retain and engage employees, basis market research and bench marking techniques

- Drive resolution of compensation issues with employees and independently make recommendation for optimal solutions

- Design appropriate performance-based pay programs and ensure governance around the same to drive employee and organizational performance

- Govern PMS normalization and calibration process

- Govern Annual Increment Exercise

- Govern Annual Promotion Exercise

- Govern communication and implementation of increment and promotions

- Govern third party payroll management tool/vendor to ensure smooth functioning of payroll processing and adherence to defined organization TAT's

- Govern payroll processing cycle for all employees on roll as well as contractual / temporary

- Ensure payroll data is kept confidential and access rights are to be provided to authorized personnel only

- Ensure initiation of digitization of paper-based payroll processing and other documentation

- Govern off-cycle payroll processing for all reimbursements

- Ensure TDS compliance and timely payment of TDS deduction to taxation department

- Design Rewards and Recognition policy

- Govern and implement adequate Rewards and Recognition programs to support organizations pay for performance philosophy

Women-friendly workplace:

Maternity and Paternity Benefits

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