Roles and Responsibilities
Supporting the organization create & deploy HR Strategy and lead the function by desiging appropriate HR interventions in line with global standards to faciiate business performance
Closely work with Business Heads to create and implement action plan for talent management and employee retention.
Restructuring and Right Sizing: Improving organizational efficacy with increased productivity; Better cost effectiveness with optimum resource utilization; Organization sustenance even during downturn.
Performance Orientation : Improving the performance in line with company expectations; Developing objective appraisal system and reward and recognition policy; Building performance oriented culture.
Leadership Alignment: Realigning the leadership towards company vision and mission; Developing the spirit of togetherness and commitment; Helping leaders to become people enablers.
Competency Build-up: Developing high quality, productivity and customer orientation; Competency buildup to meet future challenges; Creating learning and development culture.
Engagement and Bonding: Developing a sense of belongingness and we feeling; Instilling the confidence of employees about the future of the organization; Curbing attrition rate and increasing morale.
Succession Planning : Creating talent pipeline for critical positions; Minimizing uncertainty caused due to sudden attrition; Higher return on people investment.
Employee Services: Giving a feeling to people that they are valued in the organization; Increasing the responsiveness to bring in high customer orientation; Increasing employee touch time and connect.
Policy Reconciliation: Dispelling doubts about employee benefits, privileges and entitlements; Realignment of all policies to bring in higher employee orientation; Incorporation of the spirit of best HR practices
Compensation Management: Manpower costing; conducting salary survey for compensation benchmarking; job evaluation for unique roles; developing an effective reward and recognition system; grade and band rationalization; broad banding of exiting people.
Culture Revival and Transformation: Developing sensitivity and empathy towards people and processes; developing openness and trust and mutuality and cooperation; encouraging involvement and participation; revival of old culture based on high people orientation.
Change Management: Developing realistic and rationale perspective; inculcating high business sense; counseling people to align their expectations and to be ready for change; creating environment receptive and responsive to change; effectively managing transition and keeping people motivated and involved.