Job Description

Date Revised:

28MAR2020

Business Title:

Job Role Title:

Senior HR Advisor / Generalist

Reporting To:

Job Code:

HR08x009

Salary Grade:

(as required by country)

NA: 5

Salary Classification:

(as required by country)

NA: Exempt

Job Summary: (brief 2-3 sentence overall description, detail should be in Essential Duties and Responsibilities)

The Senior HR Advisor/Generalist, is responsible for performing HR duties, working closely with and supporting line management and employees. Support may be to a specific department or geographic area of the company.

As a generalist, this position is knowledgeable in all HR functional areas, such as benefits administration, employee relations, performance management, onboarding, HR policy, recruitment and legal compliance.

The HR Advisor / Generalist may represent the company in all functional areas or focus only in one or more functional areas.

The HR knowledge and experience for the position is considered at an advanced level in scope.

Essential Duties and Responsibilities: (Each section below should contain name of a key duty, then list the associate responsibilities.)

HR Policies, Strategies and Environment

Maintains high knowledge on all the company's human resource policies.

Consults with managers and employees on how to apply company HR policy and legal regulations related to human resources.

Participates in the development of new or revised policies

Addresses issues of policy non-compliance working with line management

Seeks the advice of more senior HR management for the handling of more difficult issues.

Legal & Regulatory Environment:

Keeps abreast of developments in the law and ensures functional leaders implement the necessary changes in a timely manner to remain compliant with legislative requirements

Educates and provides guidance to functional leaders and senior leaders on legal developments and other legal aspects so they can comply with their legal obligations

Seeks the advice of HR management on difficult HR issues.

Data Analytics & Measurement

Assist business unit leadership with data analysis and reporting of organizational design, structure, compensation and other factors to help incorporate and drive industry best practices within the operational unit

Design and maintain analytics to identity trends and drive performance

Employee Relations:

Develop and implement Employee Relations strategies to enhance workforce performance and build strategic capabilities; mitigate risk to the organization; ensure the direct relationship between management and employees

Create metrics and conduct analysis of Employee Relations/HR data and trends and review with HR Business Partners and management to develop solutions and action plans to actual and potential workforce issues/risks and to identify opportunities to enhance workforce performance

Coaches managers on effective methods to provide employees with timely, candid and constructive feedback.

Provides advice and counsel to management regarding HR practices, policy, and employment laws and recommends policy enhancements

Employee Engagement

Assists managers to maintain a positive work environment by focusing on employee engagement results

Trains managers how to identify opportunities for improvement by learning to understand survey results.

Ensures the business leaders effectively communicate and deliver Employee Survey results to all levels of management

Works with front-line manager to analyze data, identify trends and recommend solutions to improve employee satisfaction, performance, and retention.

Executes strategies related to companywide climate survey results and health programs

Assist management with creation of goals and actions to address employee survey results. Follow up on execution.

Recruitment, as assigned

Manages and co-ordinates recruitment activity for designated area of our business, to include:

Follows all company policy regarding recruiting

Guides management on use of global job descriptions and/or drafts JDs when a new role is identified and submits for setup.

Identifying and assessing best recruitment channels and making recommendations on sourcing appropriate candidates in the most cost effective and expedient way.

Advertising of vacancies using company approved channels, ensuring that all adverts are attractive and compelling and meet both company and legislative standards.

Utilizing our recruitment management system to administer and manage all applications.

Working with managers to ensure that all vacancies are filled as quickly as possible, with the best quality candidates.

Sources candidates via LinkedIn as often as possible to keep recruiting cost contained and within budget.

Talent Management, as assigned

Leads and supports organizational change within area of responsibility.

Supports all talent management initiatives such as workforce planning, succession, performance management, employee engagement, recognition, communications, as applicable to role

Personally, sets a positive example by demonstrating continuous learning and professional development in the role.

Change Agent

Partner with, and coach, the business leadership team to facilitate organizational and cultural change. Act as a catalyst for building Organizational Effectiveness within the business. Educate the business on HR trends that affect the business. Lead change management projects

Compliance / Leave of Absence, as applicable

Processes appropriate leave of absence paperwork in accordance with all applicable laws;

Notifies management of employee's leave status as necessary;

Coordinates with third party vendor or employee physician for medical reviews, performs all the necessary follow-up to ensure timely completion of paperwork related to leave of absence requests.

Daily tracking, organizing and coordination of leaves for employees, notifying employees of their eligibility and rights, advising employees of their health benefit status and tracking payments, coordinating employee's return to work and responding to accommodation requests, generating leave related reports and responding to all leave related questions.

Maintain working knowledge of HR-related regulations with respect to government programs regulating leaves.

Notify IT to terminate access during leave, when required.

Provide email notices to any employee on leave as dictated by the government or company policy.

Return employees from leave in Success Factors and file ticket with IT when the employee has returned

Maintain Leave and Disability documentation as required by law or the company.

Payroll and Benefits

Ensures that salary policy is being adhered to and that all payroll documentation is completed and processed on a timely basis.

Assists with annual salary (merit) review process.

Offers advice and guidance on our employee benefits.

Maintains a working knowledge of the company's benefit programs; may assist with benefit training for employees

Maintains a working knowledge of current legislation affecting pay and benefits and company policy relating to the legislation.

Utilizing HR Systems

Maintains general knowledge of the Recruiting Management System and HR/Payroll system to view and process information related to assignments

Reviews and submits HR data changes for Payroll and Benefits

Coordinates the internal transfer process and new hire process.

Program/Project Management

Manage or participate in multiple projects simultaneously and clearly communicates the status to the applicable parties

Other:

This job description is not designed to contain a comprehensive listing of activities, duties or responsibilities that are required for this position. The employee may be asked to perform other duties and responsibilities, as necessary.

Essential Job Functions: (Required for US-optional for other countries)

Must be able to come to work promptly and regularly

Must be able to take direction and work well with others

Must be able to work under the stress of and meet deadlines

Must be able to concentrate and perform accurately while meeting applicable productivity measures

Must be able to change productively and to handle other tasks as assigned

Key Contacts / Relationships:

Internal:

Employees and managers at all levels across the organization

External:

Prospective employees

Recruitment agencies

Third Party providers of HR services

Education / Knowledge / Experience: (Subject to local laws and practices)

Essential:

Bachelors degree in related field or equivalent work experience

3+ years of experience in Human Resources

Demonstrated proficiency in multiple HR functional areas including employee relations, recruitment, compensation, organizational development, leadership development

Capability of exercising extreme discretion and independent judgment.

Demonstrated ability to build strong relationships with a variety of stakeholders.

Excellent commercial English skills

Proficient in Microsoft applications; Word, Excel, PowerPoint, Outlook

Ability to travel for business

Knowledge and experience in applicable employment laws

Preferred:

HR Certification such as CIPD (UK) or HRCI (US) or similar

Management experience preferred

Fluency in a second major language applicable to the region supported

Essential Skills and Abilities: (optional section if detailed above)

Physical and Mental Requirements: (Required for US-optional for other countries)

The requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical:

Requires an adequate range of body motion and mobility to enable the individual to perform the essential functions of the job.

Requires ability to remain in a stationary position for prolonged periods of time throughout the workday.

Requires ability to move about to access file cabinets, office equipment, etc.

Requires ability to operate a computer, telecommunication's devices and other office equipment for prolonged periods of time throughout the work day.

Requires ability to express or exchange ideas by means of the spoken word. Talking is important for those activities in which the employee must impart oral information to other employees, clients and customers, in person or via telephone, and in those activities in which they must convey detailed or important spoken instructions and information to others accurately, clearly and quickly.

Requires the ability to perceive the nature of sounds. Hearing is important for those activities that require ability to receive detailed information through oral communication, in person or via telephone, and to make fine discriminations in sound.

Requires clarity of near vision. This factor is important when special and or minute accuracy is demanded and defective near acuity would adversely affect job performance and/or safety of self and others.

Requires ability to work other shifts and weekends and in excess of 40 hours/week, as necessary.

Mental:

Requires the ability to work and cooperate with other employees and clients at all levels and from diverse backgrounds to exchange ideas, information and opinions to facilitate the task at hand.

Travel: (for designated positions)

Requires ability to travel by car, plane and train for prolonged periods of time domestically and internationally and to move and transport personal luggage.

*LI-LOCS Bangalore IN

*LI-KC1

Area of Interest

Human Resources