About the role
KEY JOB RESPONSIBILITIES
1.
Understand business and its strategy, facilitate the Strategic Workforce Planning, outline hiring strategy to ensure timely availability of resources for business success.
2.
Facilitate discussions related to Workforce and organization design changes and provide inputs/recommendations, facilitate the job descriptions as relevant, Job evaluation, Comp. Bench marking, R&R Program as relevant.
3.
Partner with leadership teams at relevant levels to drive performance in terms of:
a)
Facilitating to create meaningful KRAs & KPIs on the basis of transparency and support the KRA Target setting process for the employees (Top-down) taking into account the inter-connected points as per business strategy.
b)
Enable the managers and employees to review the progress on a periodic basis and next steps.
c)
Actively involve in performance appraisal (self assessment, manager rating, validation by top management) to enable final decision followed by rewards & measures for improvement/sustainability of the performance.
4.
Co-facilitate all key discussions/topics involving people with respect to building competence, development, engagement and retention and support implementing the actions thereof.
5.
Work with Business head continuously to support HR integration, people processes, guidelines and keep abreast of legal requirements for those in overseas units including partnering with external vendors as relevant.
6.
Enable the business to develop a diverse, robust talent pipeline for future.
7.
Execute the Compensation and other relevant Policies with clear guidelines around percentile positioning Promotion guidelines.
8.
Facilitate Total Reward Strategy in alignment with individual/ Team & Company Performance. Design and recommend changes in Sales Incentive Plans which drive high performance in the business operations. Coordinate with business to submit proposals around retention bonus; Long Term & Short-Term incentives based on Business needs.
9.
Drive initiatives including relevant industry best practices & support line managers to build, develop, engage and retain motivated and high performing workforce.
10.
Co-facilitate the settling-in for new hires, educate/orient them on HR policies, processes and systems to support comfortable start their journey in TTL besides assigning buddy/mentor.
11.
Lead the exit interview process, understand the drivers/triggers for the employee’s decision to leave TTL, connect with management to check possibilities to retain.
12.
Counsel and support line managers with case management for complex employee related topics and in the resolution of specific individual local HR issues.
RequirementsKEY COMPETENCIES/ SKILLS
- Business Acumen & Understanding
- Strategic Orientation and Design Thinking
- Decision Making
- Change Management
- Collaborating and Influencing & Challenging
- Attention to detail, Strong Analytical ability
- Relationship building and networking
- Result Orientation
- Be Courageous,
- Adaptability (Flexibility, Agility)
- Stakeholder Management