Job Description

Business Partnering Engage with the leadership to understand key business priorities and objectives to drive the people agenda for aligned functions Keep a track of approved manpower as per sanctions and manage deviations if any Review current productivity levels/ trends and act as advisory for own functions on increasing productivity Partner with the business on policies and processes related to New Hires, Terminations and other employee changes Maintain high visibility with leaders for own functions and be their first point of contact for HR- related concerns Anticipate HR issues / concerns by engaging with various stakeholders across the business and take focused action in mitigating the risks involved Work closely with HR COEs to implement HR agenda in respective businesses, also provide feedback on HR processes and practices to COEs to ensure initiatives are successful and in line with business goals Collaborate with LD to help capture learning needs to organize training sessions as appropriate in developing skills to manage human resources more effectively through coaching, instruction and training Review and analyze metrics including data on attrition, retention and productivity and communication the same to business leaders Act as Advisory to respective Business Functions for restructuring, manpower planning, assisting TA team in recruitment of right talent at an optimized cost for fitments and redeployment of resources Participate in regular business meetings with National and Vertical Heads to understand Talent/ engagement/ performance concerns with respect to existing employees Redeployment activities - finding appropriate positions for redeployment, coordination with TA team and line, convince line managers to take them, present the employee case for the role to the manager Develop effective partnership with employees, managers, leaders and ensure positive work environment by enhancing business performance through efficient business partnering. Identifying the pain areas of the vertical and devise interventions around it e.g. new joiner attrition Incentive analysis - Understand if the scheme is benefiting the business and employee, are pay-outs as per the scheme Onboarding New Joiner experience Onboard new joiners and track the 30, 60 and 90 day feedback of new joiners and devise interventions around the feedback Engage with respective new joiners periodically to gauge their personal aspirations / goals as well as take stock of issues / concerns Step in to resolve escalations and ensure smooth onboarding of the employee for own function Assist team in ET MT induction post deployment and ensuring role suitability Employee Engagement Driving the ESS survey for own functions while ensuring maximum participation and draw action planning post survey results based on FGDs Communicate ES scores to the leaders and include them in the action planning post survey Ensure adherence and deployment of the R R framework and promote a culture of recognition for the function Investigate complaints brought forward by employees and assist in resolving the same Enable managers leaders with proactive solutions to address people challenges and foster positive work environment