Head - Talent Acquisition at Nspira
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Narayana Group - Head - Performance Management & Rewards (5-20 yrs)
Nspira is a leading Education Management Services company which enables Narayana Group to operate 600+ branches seamlessly. We are a profitable company and funded by Morgan Stanley PE Asia and Banyan Tree. We operate in the space of B2C education / ed-tech industry
Sr. Manager Performance Management & Rewards provides strategic and operational leadership in the design, development, implementation, administration, and communication of our Total Rewards programs and Performance Management for the group.
He/she oversees and administers the employees' monetary and non-monetary rewards and benefits by assessing and understanding employee needs and designing targeted programs that will increase performance, organizational trust, and satisfaction. The goal is to ensure effective staff engagement and our ability to attract, retain and motivate high performing employees while reducing turnover and enhancing the Narayana Group profile as best place to work. He/she manages the Total Rewards & Recognition as well as the Performance Management.
Under the overall supervision of the Chief People Officer, the Sr. Manager Performance Management & Rewards will undertake two (2) key activities: 1) Performance Management programs and activities, and 2) Total Reward and Recognition. He/ she will be responsible to:
Analyse current rewards and recognition programs to ensure they align with the Narayana group business strategy and ensure that rewards programs optimize the ability to attract, motivate and retain top talent.
Lead the definition and designing of the Narayana's Employee Value Proposition especially in relation to total rewards and recognition elements.
Analyse the market competitiveness and cost-effectiveness of rewards to ensure they optimize our ability to attract top talent using various methods and techniques to make data-based decisions on direct financial, indirect financial and non-financial compensation and benefits elements.
Assess employees' needs by conducting organizational psychology surveys to find out what motivates and engages employees.
Provide expertise for job analysis and evaluations in liaison with recruitment, workforce planning, job descriptions and evaluation team.
Participate in salary and labour market surveys to determine prevailing reward practices. Monitor comparators practices, market conditions, and classification and compensation trends to inform the formulation of baseline standards for the development of the total rewards strategy and policy for the group.
Partner with Central Office and business leadership and Human Resources Business Partners to leverage compensation and benefits programs and proposes differentiated pay systems to invest in the segments of workforce that contribute the most value to meet organizational objectives.
Deploy effective communication strategies and success metrics relating to rewards and performance management in the group; Deliver and execute the Narayana Group staff retention strategy.
Conduct ongoing research into emerging trends, issues and best practices and periodic audits to assess relevance and compliance reward practices.
In liaison with Management, analyse performance management needs of the organisation and develop relevant long-term programs and strategies for implementation, including the necessary monitoring for group wide KPIs, measures and review cycles, activities, milestones, and communications.
Partner with senior leadership to set and properly cascade effective company goals.
Manage the ongoing performance management process ensuring all Management & Administrative leaders and employees are informed, trained, and coached on all aspects of performance management.
Communicate, train, and provide guidance and tools to leaders and employees to accomplish performance objectives.
Partner with leaders and HR Business Partners on creating performance improvement plans to close performance gaps.
Coach leaders on writing performance reviews and holding meaningful ongoing conversations with their employees.
Design performance calibration sessions to ensure objective talent decisions are made in a fair and transparent manner.
Assist Human Resources Business Partners in the monitoring and review of staff performance and provide coaching and advice.
Continue the cultural transformation of performance management moving from a bi-annual HR activity (as viewed by business) to a more progressive, ongoing process that supports talent pipelining.
Lead the change leadership necessary to evolve our culture and the behaviours of leaders and employees to move towards this more progressive approach to managing performance.
Leverage progressive updates to performance management tool to continue driving behaviour change with employees and leaders.
Support the department and Human Resources Business Partners on areas of research, data collection, statistical analysis and performance reporting and Policies and Procedures. This may include the investigation of the causes of poor performance and in developing and implementing actions for the improvement of performance and delivery.
Competencies: (skills, experience, and knowledge) :
Hold at least a master's degree or its equivalent in Human Resources Management.
Have a minimum of 10 years of relevant experience as a Human Resources Professional (specialist or generalist) including the following specific areas: Performance Management & Rewards.
Strong and demonstrated professional experience in Human Resources Management, Performance Management & Rewards.
Proven ability and experience leading his/her direct reports including performance supervision, development, and resource management.
Proven experience in applying policy and a balanced approach to risk and resolving issues promptly.
Significant experience in the use and application of information & communication systems and software.
Substantial experience of resource management and project management.
Problem-solving skills: be well organized, and have advanced ability to plan, prioritize and deliver in a pressured work environment: ability to make things happen.
Ability to speak with confidence and conviction, build and present a rational case to win support for ideas.
Ability to develop effective relationships inside and outside the organisation, promote collaboration and deal constructively with conflict and disagreement.
Ability to work in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity and the ability to build trust and provide consultancy to different stakeholders.
Proven capacity to innovate and promote change initiatives in Human Resources Management policies in large organizations.
Expertise, knowledge and an understanding of principles, practices, and procedures relating to Performance Management & Rewards.
Strong generalist Human Resources experience and in-depth understanding of Human Resources processes and policies with fully operational depth in at least three of the under-listed skill areas (i) Performance Management & Change Management (ii) Total Rewards (iii) Policies design (v) Human Resources Information system.
Strong financial skills and mathematical aptitude.
Sound analytical skills - ability to build and analyse Human Resources data accurately including Human Resources approved key performances indicators.
Sound understanding of the business and operational needs with proven capacity to innovate and promote change initiatives in corporate human resource policies and services in large organizations.
Ability to exercise sound judgement and creativity in identifying options and risks to make the right decisions around issues that have the potential to have a significantly adverse effect on the organization both in financial and employee relations terms.
Ability to communicate effectively (written and oral) in English, preferably with a good working knowledge of Telugu language.
Competence in the use of standard Microsoft Office Suite applications. Experience of HR System.