1. Strategic HR
Interacting with Management and Departmental Head for devising and implementing HR Policies & Procedures in line with vertical's vision & mission.
Design and implement vertical's structure to support the vertical in achieving its business objectives.
Rightsizing of manpower as per business requirement and develop systems and processes to enhance the manpower productivity levels.
Develop and implement HR strategies to ensure attrition levels are within the targeted limits.
2. Effective Performance Management System, Review Governance & STEP compliance:
Develop and Design an objective and transparent PRDP process in alignment with the Business Objectives.
Develop a performance feedback process aiming to enhance performance levels through IDPs and PIPs.
Design and implement a reward and recognition process to appreciate high performers in both Sales and Support Departments
Effective support to COOs in their Review Governance Mechanism
Develop a culture of ownership and accountability by conducting a structured role mapping exercise and ensure JD and KPIs are available/compliance at all levels.
Ensuring STEP compliance as per management guidelines
3. HR Policies & Processes:
Analyze and introduce industry best practices and policies to create a better work environment.
Devise systems and processes and keep them updated for maximizing business effectiveness
4. Talent Acquisition:
Manpower planning and budgeting in consultation with heads of different functional & operational areas
Attract the best talent for the verticals through cost effective recruitment process & tool.
5. Compensation and Benefit:
Benchmarking & analyzing the current compensation levels to be competitive within the industry.
Formulating Compensation strategy for talent attraction & retention
Analyzing the internal parity through pay ranges & subsequent corrective action
6. Talent Development:
Build a learning culture by devising and implementing learning initiatives.
Strategically identify the skill set gap and introduce initiative to build a competitive workforce for the company.
7. Employee Engagement & welfare:
Develop Employee engagement strategies across all locations to achieve high employee engagement and motivation levels.
Design and develop a HR communication strategy in alignment with business objectives to build awareness levels among the employees.
8. General Administration:
Controlling HR admin expense budget and statutory compliance.
Support and supervise processes related to security, office maintenance, housekeeping and safety.
9. HR Operations:
Oversee the salary administration and attendance management systems in the vertical.
Monitor employee benefits schemes like Group Medi-claim Insurance, Gratuity, PF & ESIC.
10. Employee Relations:
Ensure adherence to all employee related statutory compliances.
Establish grievance redressal mechanism for smooth employer employee relations.
BUSINESS ACUMEN It is the understanding of what drives the organization and what are its cause & effect relationships.
CHANGE LEADERSHIP It is the capability to understand the change process; establish direction, aligned with organization's objectives; motivate and inspire staff; anticipate and resolve problems relating to change.
TEAM MANAGEMENT Ability to organize and lead a group of people towards a common goal.
INNOVATIVE THINKING Ability of thinking and promoting new ideas for improvement in processes and procedures.
CONFLICT RESOLUTION Conflict Resolution is the ability to step up to conflicts and see them as opportunities for improvement; to be able to hammer out agreements and settle disputes equitably.