Job Description

Manager - Corporate HRBP (Reporting to AVP)

Direct Reports - 2-3

Location - Pune (No Work From Home)

Qualification - Master\'s degree in Human Resource/ Psychology / Personnel Management

Work Experience :

- 8-10 years of experience in HR vertical

- Preferably 5 or more years of experience in large, cross-functional teams influencing senior-level management and key stakeholders effectively across the organization and within complex contexts

- Demonstrated experience in, organization design and development

- Ability to build a strong partnership with the business and demonstrate the business value

- Effective influencing and negotiation skills in an environment in which resources may not be in direct control of this role

- Excellent analytical, strategic conceptual thinking, strategic planning and execution skills

Job description:

Life Cycle Management:

1) Manage end to end employee life cycle, talent acquisition, Candidate on-boarding, talent integration & management, employee relations, performance & compensation management, learning & development and change management initiatives.

2) Demonstrate capability in service excellence and quality by building a capable and motivated team by driving high performance work culture.

3) Lead and manage end to end HR activities and talent agenda, counsel business leaders in people issues within the organization with the objective of nurturing and encouraging capability development.

4) Leverage digital platform to ensure adoption and drive all practices which are on platform to reduce employee calls.

Planning & Budgeting :

1) Prepare Annual Operating and Long Range Plan in consultation with the business head with respect to Manpower Head Count.

2) Track and review the cost across various metrics; Review the finalization of budget

3) Track adherence to budget and take corrective actions in case of deviations

Talent Acquisition :

1) Partner with business to close all positions for Operations Vertical through all sourcing channels.

2) Identifying potential candidates, liase with hiring managers on understanding Gaps & ensure position closure with the right fitment.

3) Recruitment Cost Reduction & Timely Hiring of Manpower to facilitate Business Growth and Revenue. Ensure better source mix and reduce dependency on consultant hiring.

4) Review the weekly reports and seek inputs in case of major abnormalities; resolve recruitment related escalated issues

5) Ensure to have s of each and every role and get it jobs evaluated from Comp Team.

Performance Management :

1) KPI Setting of new joinees.

2) Ensure Quarterly Assessment of KPIs with rating from respective business within timeline defined.

3) Plan and drive annual PMS within business and support in assessment completion.

4) Trouble shoot on normalization, monitor to ensure that promotions are in line with defined policies and liaise with business heads to drive closure within guidelines

Employee Engagement:

1. Plan, Execute & Monitor closure of Employee Engagement activities like - Focus Group Discussions, One on one employee discussion, connect with Hi pots, HOD/ MANCOM connect sessions on the basis of Employee Engagement Survey and design the action plan/Interventions/issues resolutions to ensure high levels of employee engagement resulting in Say & Stay, Strive.

2. Plan and Drive quarterly Rewards and Recognition for the employees in alignment with business heads

3. Drive digital adoption for seamless nomination under all reward category and deserving employee should be rewarded.

Learning Interventions -

1. Gather Training need from respective functions with respect to career path

2. Plan and ensure to drive the learning interventions for the employees within the functions basis the requirement

3. Drive digital adoption with various engaging interventions in partnership with L&D COE Team.

Attrition Management :

1. Analyze, monitor, & reduce attrition by enhancing employee experience through improved On-boarding, HR service deliveries, policies & processes and design and execute the attrition mitigation strategies.

2. Initiate practices to curb the attrition.

3. Analyze attrition data in different cohorts frequently to identify gaps and recommend solutions to reduce attrition.

4. Present attrition data to HR leaders and respective business leaders quarterly.

Employee Governance/ Conflict Management - Advocate and ensure compliance on organization\'s Code of Conduct, legal and FPU interface. Effectively manage and close employee grievances, escalations and investigations cases.

Exit Process: Manage and ensure exit process, including exit interviews, providing Retention measures to the business and ensuring the smooth exits of the employees.

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