Job Description

External
Manpower planning & AOP

• Setting & Tracking the Global Manpower Budget, Pyramid Structure & Hiring Plan in consultation with Business Heads for each fiscal
• Tracking spend, staffing pyramid, structure & outlook for the year to maintain staffing as per Annual Operating Plan
• Talent Acquisition
• Partnering with the Talent Acquisition team for recruiting talent as per business needs & within targeted timelines.
• Documenting roles for GM & follow global work level guidelines to ensure right level of hiring

Analytics & Dashboards

• Building dashboards with key staffing, productivity, attrition & people trends for circulation amongst the Business Heads
• Compensation & Benefits
• Rolling out annual compensation, bonus & promotion cycle while ensuring that recommendations are in alignment with the compensation philosophy. Providing inputs for comp benchmarking
• Learning & Development
• Working with business leaders to identify skill gaps at individual roles and at a functional level.
• Partnering with L&D for delivering learning interventions & workshops in line with capability development needs & tracking the same.
• Performance Management
• Rollout of annual appraisal cycle, partnering with business units to adhere to corporate guidelines, organising talent conclaves and conduct talent planning discussions, handling reassessment requests & grievances and ensuring PMP process is managed & closed within the timelines defined by the Talent Management team
• Critical Roles Identification & Succession Planning
• Working with unit heads in SSU to identify the critical roles in their BUs & successors for these roles. Formulating development interventions for identified successors in order to equip them for possible future role

Employee Engagement

• Helping in rollout of annual employee engagement & managerial effectiveness survey & driving the engagement strategy and action plan for these units.
• Conducting engagement activities, HR meets, connect sessions, all hands calls, outbound training etc.
• Attrition & Exit
• Identifying attrition trends and working with business to pre-empt/forecast attrition and take preventive measures.

Conducting Exit interviews, liaising with Legal to execute terminations on performance grounds, disciplinary & ethical violations etc
Competencies
Talent Management
Stakeholder Management
Consultation Skills
Interacting with People at Different Levels
Following Policies and Procedures
Communicating Effectively
Business Orientation
Solving Complex Problems
Ethical Practice

Skills Required