Acura Consulting - HR Consultant

Overall Expectations:

- Business development

- Issue Owner

- Client Team manager

- Relationship builder

- Provide Analytical Research Direction

- Lead Module creation

- Produce Commercial Insight

Functional Expectations:

Performance Management System:

- Provide support for planning, implementation and coordination of the bi-annual/ quarterly & annual Career Development Cycle for the clients.

- Assisted HR Manager in designing and Implementation of various types of appraisal system i.e. Balance score card, skill sheet, MBO etc.

- Responsible for defining the competency criteria’s, bonus & annual increment percentage.

- Compiling the rating sheet i.e. self rating, 1st& 2nd reviewer’s rating.

- Evaluating the performance on the basis of bell curve.

- Once the increment % is decided, then reflecting the same in the overall CTC of the individual.

- Maintaining data & facilitate communication & change management.

- Identifying the no of people for training & development needs.

- Sharing the feedback sheet with the employees.

- Responsible for sending mails to the employees for Goal Setting, Self review and collecting the feedback from respective Managers.

- Have designed various PMS system for clients & helped them in effective implementation of the same.

- Performance measures draft - KRA’s, KPI’s, Targets & Weightage %, Collecting Scores, Compiling it.

Designing HR Policy:

- Expertise in designing HR Policy for Companies.

- Knowledge of various labour laws and compliance to build the structure of the HR Policy

- Knowledge of the various state acts and industry practice.

- Also work as a retainer for few clients in providing advisory services for HR Strategic role including designing the policy.

- Responsible for making various annexure and templates required in HR Policy formulation.

Compensation Re - Structuring:

- Analysis of Salary Components & their Break-up

- Discussion with the HR team to know the Reason of the introduction of the particular components.

- Study of Minimum Wages of the States.

- Analysis to ensure the Minimum wages for employees salary falling under should be aligned as per state regulation.

- Benchmarking study of the competitors.

- Proposing the Tax Friendly structure.

- Simulation exercise of the new/amended structure.

- Cost Impact & Analysis on the firm.

- Suggesting methods of way out & implementations.

- Handholding in final implementation of the structure & in Drafting Appointment & Increment Letters & their Breakup.

Designing Recruitment Plan:

- Process Flow Chart Design

- Skill Matrix design, Competency Role & Level designing

- Background Check Methods

- Background verification form. Employee Referral form & Policy Designing

- Role Panels, Assessment Centers, Contingency Planning, Competency based Recruitment form design for all the Levels, BEI, Rating Sheets Designing, Creating JD for Various Roles

Benchmarking HR Practices:

- Finalizing the Peer Group for Benchmarking after discussion with Top Management

- Working on the Benchmarking Survey Questionnaire, Collecting the Policies, Data & Statistics

- Analysis of the Data & Making the Comparisons Docs of the Best practices as per different geographies & doing Trend Analysis

- Also suggest clients which policy can work best and what policies needs redesigning.

Competency Mapping:

- Discussion on Competencies that Top Management look for in their employees, GAP Analysis

- Finalize the competencies necessary for particular job to perform

- Making Relevant Docs as per Level.

Manpower Optimization:

- Understanding the processes and roles across all the departments and finding ways to optimize processes in order to reduce manpower.

- Conducting job evaluation in order to understand the processes within various functions and activities done by different roles. Identifying process inefficiencies and suggesting process improvements as well as laying out transition roadmap.

Compensation and Benefits - (India, Bangladesh):

- To identify the KPI’s and design the compensation structure and bonus payment plan

- Conducted discussions and identified KPI’s

- Present& prepare a fixed as well as bonus payment plan

Goalsetting:

- Identify organizational goals and cascaded them across the corporate as well as the leadership team

- Conduct meetings with the Leadership team to identify KPIs at an organizational level as well as for all corporate functions

- Conduct workshops to cascade organization level KPI’s

Talent Management:

- To conduct assessment centers in order to identify managerial potential

- Conducted assessment centers for identification of High-Potential Employees and making promotion recommendations