Senior Manager ( Talent Acquisition And Generalist)

Leading E-commerce set up requires Senior Manager (Generalist& Talent Acquisition) - BPO VERTICAL- NOIDA

One a leading-edge technology MNC that gives leaders control over process-intensive operations. We serve law firms, insurance companies, accounts receivable agencies and networked enterprises in the US market, where the Consumer Finance Protection Bureau (CFPB) and other regulatory authorities tightly regulate consumer interactions. Its holistic SaaS platform, which is built on our decades of experience in machine learning and natural language processing, helps customers manage consumer experiences, analyze unstructured data, process sensitive information, and ensure compliance. It is is a rapid-growth, venture capital-backed company. We are looking for Sr Manager ( HR )-TA & Generalist for our client's office for Noida location.

PFB the details :

1. Client - Leading ITES Set up

2. Position - Sr Mgr. - HR ( Generalist & Talent Acquisition)

3. Location - NOIDA

4. Experience - over 7 years in HR & Generalist

5. Qualification - MBA / MGT Qualification , over 7 years of experience as TA Manager or similar HR role.

Position : HR Head / HR Sr. Manager

Experience : Min 7+ years

Job Description :

Role : MGR/ SR MGR (HRBP and Talent acquisition)

Location : Noida

Experience : Over 7 years in HRBP and TA role in ITES/ BPO set up

Qualification : Graduate ( Management in human resources preferred

THE KRA's are as follows :

- Build relationships with business leaders to offer thought leadership on organizational and people-related strategy and execution.

- Consult with leaders to create a comprehensive people plan to influence lasting change over large functions.

- Solve challenges and get to the root cause of any issue, no matter how complex.

- Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.

- Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.

- Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions.

- Interpret complex analyses and tie back to business priorities.

- Develop a relationship with key leaders at multiple levels within the supported business group.

- The role includes coaching and influencing key stake holders to make decisions that are compatible with best practices

- Influence, drive and control delivery of HR services to business, through CoEs of recruitment, employee shared services, learning function, compensation and benefits, statutory and compliance services

- Interact with teams/ individuals as part of formal/ informal groups so as to feel the pulse of the organization and bring about changes/ improvements

- Sustain Culture and communication and strengthen awareness of policies, practices, Companies Values and DNA

Competencies/Skill set :

- Experience operating in Mid size / large scale, l enterprise business; experience in technology-added advantage

- Knowledge across all Organizational Development practice areas at executive-level, including track record of delivering tangible client impact in one or more practice area.

- Demonstrated business acumen to drive organizational and people-related strategies and outcomes.

- Effective communicator with the ability to build relationships with leaders and stakeholders to drive organizational change.

- Ability to work within constraints and to challenge the status quo.

- Comfortable with ambiguity and taking part in complex strategy discussions.

- Sound knowledge of local laws and regulations

- Strong strategic thinking and innovation

QUALIFICATIONS & WORK EXPERIENCE :

- MBA / PGDBM or any equivalent Post Graduate degree in HR withminimum7 yrs of experience.

- Prior Experience of working in BPO / KPO's and Managing Large Work Force would be referred

- Responsible for working closely with line management and leadership teams and other functional areas to proactively address business issues related to workforce development and productivity.

- Works with business and HR leadership on HR strategy and ensure that HR strategies and programs are properly implemented.

- Build engaged, inspired workforce in the business by partnering with managers in the employee life cycle.

- Focus efforts towards Top talent development, Improve retention and manage employee relations in order to enable Enterprise Transformation.

- Engage with managers, enable and focus on their developments to build deeper client relationships.

- Collaborate with HR colleagues in other HR functions (C&B, Hiring, Resource Management, L&D etc)

- Stakeholder management

- Demonstrated ability to onboard new employees and manage HR tasks

- Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done

- Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that

- Change champion: One who can help build the organization's capacity to change and to sustain change

- Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues

Attrition Management : Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking

Talent Management :

- Enduring high performing teams: review BQMs and weed out non-performers

- Talent Movement & Job Rotation: every employee to be at least 2 roles competent

- Track the progress of Front Line Managers (FLM) engagement with their.

Pranav

7011354635/ 9548238406

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