Job Context 

Key facets:

1. Business growth and expansion have led to the creation of a geographically distributed employee base
2. HR presence is seen as a key organizational need in order to
   1. Enhance employee experience and engagement levels 
   2. Act as a partner to business 
   3. Ensure uniformity of employees’ HR process experience 
   4. Identify and flag off potential employee concerns and issues in a timely and proactive manner
   5. Enable a consistent organizational culture
   6. Reduce decision time on employee queries and grievances

Key Challenges

1. To manage stakeholder expectations on various HR deliverables such as
   1. Employee Queries on payroll, benefits, and rewards
   2. Recruitment TATs
2.  o    To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the assigned function
3.  o    To identify potential employee risk situations and flag off in a timely manner for necessary action or mitigation
4.  o    To provide business relevant employee inputs to leaders while also playing the role of an employee champion
5.  o    To drive adherence on HR policies across various geographically spread locations

4) Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)- Maximum 10 KRAs can be updated

Employee 

Engagement & 

Employee 

Relations 

Administration

1. Works closely with the business to ensure maximum participation in the employee engagement surveys. 
2. Evaluates results and identifies post survey actions
3. Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team
4. Manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications for the assigned function
5. Participates in the design and implementation of various employee relations programs. 
6. Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures 
7. Partners with COE and Compliance on sensitive or complex employee situations at the ground level that may have potentially broader risk exposure. 
8. Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests

Performance 

Management & 

Total Rewards 

Administration

1. Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein.  This includes both annual and mid-year processes which focus on performance management and talent development 
2. Provides advice and counsel on performance management issues. 
3. Partners with  business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action. 
4. Guides Managers on all aspects of performance management including feedback reviews and performance coaching.
5. Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution. 
6. Partners in the Functional roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support
7. Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling

Talent Acquisition, 

on-boarding & 

Induction Operations

1. Partners in selection process of lateral hires for Lines of Business by carrying out HR interviews
2. Supports the Corporate TA team on Campus Recruitments
3. Extends On-boarding & induction support for new joiners in conjunction with the Corporate TA team
4. Identifies recruitment vendor partners for the Function and supports the sourcing of profiles for Function positions
5. Facilitates interview and candidate assessment processes 
6. Facilitates pre-joining candidate engagement for prospective hires as per process guidelines
7. Manage Induction on new joinees

L&D and Talent 

Management 

Operations

1. Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc. 
2. Partner with managers to retain, develop and motivate people to achieve their fullest potential.
3. Partners with business and the Corporate HR team on workforce planning, succession planning, and skills assessment
4. Assesses the Line of business’s HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate
5. Provides inputs on competencies & development tools for managers and employees within the Zone. 
6. Facilitates career management programs at a Zonal level in collaboration with business mangers
7. Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points
8. Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers 

HR Operations 

1. Supports effective documentation at the zone of all important personnel documentation such as  joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner
2. Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration
3. Supports roll out of and awareness building on employee benefits 

HR Processes & 

Policy Compliance

1. Implements, administers and interprets [ when required] corporate policies, programs or procedures
2. Ensures adherence to organizational and employee policies 
3. Builds awareness about policy objectives and procedures
4. Supports managers in applying HR policies on moderate to high risk situations. 
5. Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate
6. Advices on policy revisions and / or creation from a Zonal perspective 

Stakeholder 

Management

1. Provides ongoing support to the Zone business leaders on human resources related matters, policies and procedures
2. Challenges business in specific instances on policy adherence and employee welfare concerns
3. Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives

Employee Feedback 

& Exit Management

1. Creates forums and facilitate interactions between the employees & the Zone business leaders on a regular basis
2. Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback
3. Manages exit interviews and supports the business in analyzing the data 
4. Identifies solutions to manage voluntary attrition

HR MIS, Audit

Requirements & 

Reporting

1. Provides MIS inputs for key Organization wide HR Dashboards
2. Validates Headcount and other critical information metrics against actual representation for the Corporate HR reporting requirements
3. Generates analytics of data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc) 
4. Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
5. Extends all required support to HR audit exercise and takes appropriate action to address observations