Job Description

Job Position: People Experience Lead
Function: HR Services
Grade: WL1B
Reports to: Asst Manager - HR People Experience & Operation
Main Purpose of the Role
People Experience Lead is the primary contact for all LMs and EEs regarding all queries relevant to HR systems and processes, spanning on-boarding, payroll, leave, travel, exits & issue escalations. They work with various teams in HR, Legal, etc to enable a flawless end-to-end employee experience for employees as well as their day-to-day HR needs. PEL’s are responsible for ensuring that employee policies, practices and programs are consistently applied across client groups and the company. PEL’s also partner with Expertise teams on policy updates. This role is accountable for knowledge management and feeding insights into enhancement of artificial intelligence of the technology platforms (UNA).
Main Accountabilities
1) Policy guidance and administration

• Leave policy queries, helping with Leave portal usage, leave encashment implementation etc.
• Travel policy guidance and implementation for domestic travel and transfers
• Obtain signoff’s as per Schedule of Authority for administration E.g. Backdated promotion approval, disturbance allowance approval etc.
• Advise on appropriate policy implementation for any employee need E.g. If a person is looking for time off, PEL will advise whether it would be a career break, LOP, Medical leave etc based on context; would partner with LM, HRBP and apply policies as fit.
• Resolve employee pay and benefits queries/grievances
• Warm handover to Global mobility for international assignment cases to enable smooth experience for International Assignees. Also, collaborate with the Vendor (Deliotte) who manages local documentation of the global assignees when required.

2) Knowledge Management and simplification

• Identifying continuous improvement opportunities of processes and documenting them as knowledge articles.
• Writing knowledge articles basis experience from employee queries on Service Now.
• Support Artificial Intelligence learning by updating the cloud-based platform with knowledge articles and updates.
• Facilitate adoption of self-service and informational channels with employees E.g. Mobile app, Bot, etc.
• Proactively Identifying cases of employee’s queries and information of global move.

3) My Pay/Benefits

• Informing employees of pay related issues/comms after getting feeds from People Operations team.
• Accountable for closure of payroll queries when handed off from UNA through case management tool

Update VPF and Employee claims (Education assistance claim) on the One-time payroll input site.

• Validating data with HRBP for APR.
• Collating proposals for offline cases
• ERS submission and process completion on Exit Online for HRBPs
• Guiding the LM to complete the proposals on Workday
• Answering employee queries pertaining to Total Reward.

4) My Onboarding:

• Manage goods relocation and related support for the new joinee
• Sending welcome email to new joinees and informing them about the documentation process.
• Inform Line Managers about their new joinees and check for Buddy (wherever applicable)
• Proactively send request to respective teams for arranging Day 1 necessities (ID Card, Laptop, Email ID, Gift Hamper).
• Escort new joinees on day 1 and campus visit.
• Provide standardized HR Induction
• To ensure that employees submit their post joining documents for payroll purpose and for records.
• Collaborate with new joinees to understand his/her relocation/travel needs and send request accordingly.
• Support for BGV and follow up on pending document

5) Confirmation

• Guiding the LM through the confirmation process
• Initiating PIP and guiding HRBP/LM
• Obtaining necessary approvals for probation extensions

6) My Exit:

• Ensuring that exit is updated on Workday /Exit online tool as soon as it is notified.
• Collaborate with HRBP’s for taking confirmation on the Notice Period and LWD.
• Guiding employees on the Exit process and documentation to ensure that they complete the processes on time.
• Follow-up with respective stakeholders for signoff if in case no update is received.
• Responsible for smooth closure of old exit cases in collaboration with Exit team.
• Supporting relocation and skill upgradation for grieving families in Death cases

Skills Required:
Strong in HR operations and technology, can pick up processes very quickly, understands automation in HR, preferably has prior HRBP experience (not a must), must be confident in managing conversations and should not buckle under pressure
Key Interfaces

• HRBPs, Line Managers and employees
• GM team
• Payroll team
• Reward team
• Talent Advisors

. HUB team
. Commercial Team
Direct Reports
None