Manager - Human Resource - BFSI/BPO

Objective

To provide HR leadership to the SSC by working strategically with business group to provide HR life cycle support and influence that enable key business units to effectively deliver their people plans.

Essential Duties And Responsibilities :

Values and Culture :

- Ensure all employees are living by Agility values and follows a culture of excellence for higher customer service.

Staffing :

- Understand hiring need of Business groups, strategize sourcing and hire competent resources per-agreed plan and competencies.

Talent Management :

a) L&D : Structured identification process for skill and competency gaps and derive development plans for employees to enhance their capabilities and performance output.

b) Leadership building : Identify high potential at different levels, design and develop programs to build sustainable leadership pipeline for future requirement and better talent retention.

c) Succession Planning & People Review : Calibration and succession planning processes by continuous initiative of assessing leadership gaps, critical roles & risk, high potentials, identification of potential successors and setting up review mechanism.

d) Career plan : Facilitate versatility by cross functional exposure and provide a process of career planning for potential employees based on merits and competency.

Performance Management : Embed a performance management and meritocracy culture.

a) Objectives/Goals : Facilitate every role has clearly defined and measurable business objectives and goals.

b) Feedback : Encourage sense of collaboration at different levels and facilitate feedback culture in the center for improving individual and collective performance and employee satisfaction.

c) Performance Dashboard : Align with business heads to articulate collective performance output vis-a-vis standards and recommend appropriate measures to enhance it.

d) Improvement : Work with managers to swiftly resolve individual performance/capability issues using appropriate tools such as performance improvement plans.

Employee Relations :

Developing and maintaining productive and collaborative relationships with business heads, colleagues and bring-in innovative employee relation processes

a) Reward & Recognition : Use Reward and Recognition processes as one of the systems to engage and motivate employees.

b) Employee communication : Initiate series of communication processes by innovative methodologies to ensure employees are well informed about the business, performance and development. Also, provide business-specific feedback to the HR team for design and delivery improvement of self service models.

c) Shop Floor Management : Ensure working floor is continuously energized and vibrant by initiating creative people interventions.

d) Feedback : Commission employee satisfaction study periodically to gauge employee motivation, feedback on various parameters and success of policy implementations

e) Employee Advocate : Build management capability to facilitate an open, inclusive, Agility Values-based environment that enables effective employee advocacy.

Compensation & Benefits :

a) Strategy : To attract and retain competent talents by deriving best in class compensation & benefits process and systems. To keep updated on the prevailing in the ITES industry challenges (bonus plans, market position, salary range design, pay mix analysis) and make necessary amendments to the compensation and benefits structure.

b) Job levels : To ensure every role has clear and detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.

c) Compliance : Ensure statutory compliance and people disputes and grievances.

d) Exit management: Assess employee separation and provide periodic analysis to business managers for corrective and preventive actions.

MIS : Designing and delivering meaningful HR data/dashboards to business heads supporting improvement in HR Business process (Hiring, attrition, goals, etc).

Qualification & Experience :

- Full time MBA in HR from a reputed school/university/institute.

- 8 -12 years of experience out of which last 3-4 years in SSC environment heading a large business vertical.

- In depth understanding of SSC operations in terms of Hiring, Compensation, L&D and other employee engagement and communication processes.

- Proven ability to prioritize tasks and to organize workload to assure that short timelines are met while having frequent interruptions

- Decisive manager with proven success in expanding the SSC

- Strong leadership with interpersonal skills and ability to influence business heads for driving cohesiveness

- Be a self-motivated person who can generate zeal and enthusiasm in the work climate.

Ability to :

- To build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for emerging trends, innovations and current best practice.

- To multi-task, deal with ambiguity, work in a team environment, recognize trends, and identify systematic approaches to solving problems in this fast moving, dynamic environment.

Language Skills :

English is the principal language for this position however any foreign language (Mandarin, European) would be advantageous. The position requires good written and verbal communication skills and the ability to communicate effectively in a diverse multicultural environment.

Computer Skills :

Proficiency in the use of Microsoft Office-Word, Excel & Powerpoint.