Tech Mahindra - Senior Manager - Business Services - Business HR

The role also involves being a strategic Business Partner to the Ops function and supporting them in their - people agenda- .

PRINCIPAL ACCOUNTABILITIES:

To ensure HR function is aligned to Business Strategies through effective HR Business Partnering:

- Monitoring the service delivery processes end to end from an HR perspective and ensuring that the people-perspective is represented in business decisions and provide solutions, in order to optimize opportunities and mitigate any downsides

- Implementing new HR policies, procedures and processes as per the changes in the organization to meet changing business requirements

- Ensuring all company policies and procedures are up to date in line with current employment laws and ensuring line managers are up to date with changes to any policies

- Creating brand awareness and keeping the brand at the core of all decisions by Involvement in vertical-specific Planning & Review and Tie-ups with Ops Heads for vertical-specific initiatives & issues which in turn would impact the Business Stability and Continuous Improvement in the company plan

Work closely with other Support functions to meet Organizational objectives:

- Representation in relevant forums to bring out aspects of current importance and in larger HR forum to ensure collaborative working within the larger HR team.

- Work closely with Central Support teams to deliver on UK -CC objectives to - Improve our Ways of Working-

Planning and building strategies to drive Employee Retention & Engagement

- Lead the department in the setting and advancing of the strategic direction of the department

- Developing regular review procedures to monitor & facilitate the progress of the strategic plan

- Translate strategic goals into operational plans in the department and establish and lead a management team to implement the operational plan once approved

- Identify, propose and plan for changes in the department's requirements for resource allocation or reallocation arising from changing needs and plans

- Lead the departmental planning and budget setting process, involving others where appropriate

- Support & ensure Early Life (EL) Engagement Calendar adherence by keeping regular follow ups with the E3 team to drive Employee Engagement

Monitor Performance Enhancement

- Identifying the top talent and working with Operations to come up with plans to retain them

- Ensuring the HR Involvement in timely & accurate dissemination of KPIs & targets so that the employees know what they have to focus on

- Conducting audit of IDPs & PCs to check if people follow the IDP- s created and achieve targets as decided in the IDP

To efficiently manage and undertake Team Management initiatives to ensure Business Objectives are met

- Monitoring & measuring controls for maintaining accuracy of indicative data on employee relations and attrition gathered by the team (AM/ Sr. Executives/ Executives)

- Monitoring the routine and special reports generated on various HR initiatives and impact on business to share accurate updates and results with the business

- Ensuring the potential talent within the team is enhanced by devising a robust development plan to develop and enhance the team's people management skills

- Implement & facilitate monthly reviews / engagement / motivation / recognizing and rewarding talent adding value to the business

- Manage HR Projects and take support from the team in various HR initiatives

KNOWLEDGE, SKILLS & COMPETENCIES REQUIRED:

- Business Acumen

- Knowledge of company policies

- Customer Focus

EDUCATION & EXPERIENCE REQUIRED:

Education

Post Graduate Qualification in HR preferred (2 years full time)

Shifts: UK Shifts - 12 pm - 9:30 pm / 1 pm - 10:30 pm

Experience:

- Minimum experience of 12 years in managing an HR function with employee engagement & development

- Experience in conducting Assessment Centers. Certification preferred.

- Certification on a variety of psychometric tools (preferred)

- In depth knowledge of MS Office tools

- Knowledge of HR database tools & systems (HRMS, etc.) within the organization

- Adapt Information Technology to HR Management

- Should be able to ensure succession planning amongst team members

Others

Microsoft Outlook/ Word/ Excel skills to be able to document and analyze obtained information/ data from various diagnostic sessions of various people development and other BAU projects being handled