Reliance Retail - HR Analyst

HR Strategy and Organization Development - Analyze, Design

- Create Manpower plans basis predictive index and business forecasting, facilitate a trends-based hiring plans

- Drive overall productivity by solutions centered around competency up skilling engagement and digitization

- Initiate and Drive Change management initiatives envisaged for higher productivity and engagement using Technology

HR Business Partner

- Partner with business leaders and key stakeholders; provide strategic inputs to build human capital and deliver on key business metrics.

- Translate business needs into HR services; delivering people-based solutions that support the business in achieving its goals. Deliver commercial alignment between the people and business strategy

- Predict the impact of the business strategy on people and structure, thereby responding to business problems and deliver appropriate solutions

- Engage the business in the relevance of the HR agenda and act as a respected and objective advisor - this includes, but is not limited to adapting approach to suit differing circumstances and people

- Identify and devise interventions to improve operational efficiencies/effectiveness through people and influence the organization to make the right decisions.

- Focused Change management interventions directed at Launch of New PMS System

- Drive High Impact Business Solutions through Data and Insights: Plan and Analyze Data for Effectiveness

- Contribute to and lead the development of data driven people plans that are aligned to business strategies

HR Analytics | HR Digitization

- Led Projects to leverage business acumen, competitive insights, external benchmarking, data, and best-in-class OD resources to inform decisions on org structures, processes, communication, and similar levers

- Spearheaded the creation of HR Digital Journey , HR Digitization initiatives and PM for New Digital Initiatives

- Led the HR Mobile apps and digitization of HR processes with a focus on RPA and NLP as key technologies

- Dashboards and Reports embedded to realign performance management, compensation and promotion processes - Use Analytical Models to predict performance, attrition and trends, thereby curating dashboards on HR Insights

- Dashboards and Reports embedded to performance management, compensation and promotion processes.

- Responsible for driving special projects (Competency Dashboard) with an object of GAP analysis, Trends Analysis and Succession Planning.

- Devise Mobile based PMS Model for a real time performance monitoring of Business Analysts and SMEs - Determined Interventions and Solutions aimed at increasing productivity for project management modules

HR Audits

- Responsible for audits of all Regions, Corporate and Training Functions

- Preempt and evaluate the next Risk and come up with an action plan for the same.

- Formulate hiring practices and policies that are compliant with the applicable regulatory and legal framework. Keep them updated with time.

- Understand and Audit the Training Processes

- Provide regular training on the same to the HR & Recruitment team

- Should do a regular audit to ensure compliance and process is maintained

- Communicates audit progress and findings with the HR team on a regular basis

- Provides management reports by collecting, analyzing, and summarizing management information.

- Audit compliance & ownership on all work permits & passes on renewals, expiry and extension formalities.

- Information Management : Obtain all relevant and required information from new and existing employees and ensure that their information in the HR system and databases are always updated and accurate

- Audit of all employee information to ensure that all data are updated and correct as of the HR system and databases

- Create procedures and workflows on HR processes as part of HR documentation and continuous improvement plan for the team