Assistant Manager - HR Business Partner - Auto/Manufacturing

- Responsible for talent acquisition and on-boarding. Guiding managers in employee life cycle management through continuous improvement efforts, technology solutions and regular coaching on HR processes and tools. Responsible for HR data quality, establish a regular connect with managers for the accuracy of data on HRIS. 

- Ensures the compliance, proper handling, and maintenance of records and documentation. Develops and revise HR data analytics, documents, MIS etc. Responsible for driving execution of new and or annual programs such as performance management, compensation, benefits, employee relations, and or training and development.

Technical Skill :

- Working knowledge of multiple human resource disciplines, including Talent Acquisition, Compensation Practices, Reward & Recognition, Organizational Diagnosis, Employee Relations, Diversity, Performance Management, Performance management

- HR Analytics

- HRMIS/ERP

Behavior & Other skills:

- Business Acumen.

- Communication.

- Global & Cultural Awareness.

- HR Expertise.

- Relationship Management

Role Description:

Organization Design and Planning : 

- Maintains organization staffing by executing strategies for recruiting, and interviewing; supporting the managers on candidate selection. Timely hiring and on boarding of the resources as per plan.

Change Management:. 

- Partner with COE in delivery of interventions. Support OWN IT culture, HHG initiative changes, such as OWN IT sustenance programs like Straight Talk, OWN IT team conversation and score card. Support and guide the Managers in on-going basis for timely completion of Life-cycle transactions in Workday. Create awareness to all employees at site, by training, conducting workshops, branding, etc about new H R initiatives.

Talent Acquisition & On boarding: 

- Drive the process of Talent acquisition, vacancy management and approval, support first time Managers in TA, support in on-boarding and Induction, use effective source and channels in internal and external Job postings. Support the hiring managers of the assigned business operations units for the hiring of entry and middle management positions. Manage - workday recruitment tool- for the business Units.

 Performance Management: 

- Support managers and colleagues in driving and improving the quality of the performance management process - Goal Setting, Effective Performance conversations, feedback and development plans.

-HRIS Data Quality Management and HR Analysts : Ensure the data accuracy at HRIS tools throughout the employee life cycle. Prepare and update MIS/ Dashboard to track key focus areas of HR.

Training & Development : 

- Training needs identification and support Sources and track end to end effectiveness. Work with TAP in the design and delivery of training

 Compensation and Benefits (Benchmarking/Merit/Policies):

- Comply with the process by adhering to company policies guidelines and timelines. Ensure Data validation is done at frequent intervals to main data accuracy

Employee Relations and Engagement: 

- Drive Engagement activities in partnership with the respective functions, Ensure harmonious employee relations are maintained through timely resolutions and actions on the grievances.

Compliance: 

- Orient and educate the Supervisors and colleagues on the company policies and procedures, applying them fairly and consistently across the unit

Separations: 

- Partner with Manager to manage colleague separation process and perform the exit interviews for the colleagues.