STRATEGY:
- Understand business/function line's strategy and keep up to date with their organization, products, and HR needs
- Strive to become a trusted partner of business/function line(s):
- Provide general HR advice and support to the business line(s)
- Assist with workforce planning
- Relay Group and local HR policies
- Assist with the development and implementation of sound local HR practices
- Contribute to promote specific HR initiatives
RECRUITMENT:
- Understand the Budgeted Headcount in own business areas
- Have regular follow up meetings with the recruitment team and keep abreast of the recruitment in one's areas
- Check all recruitment documentation for new hires is complete
CAREER DEVELOPMENT:
- Know managers and staff within scope (background, skills, motivations - ),
- Contribute in identify Top Talents, key people, Graduates,
- Conduct regular career development interviews (feedback memo for every interview).
PERFORMANCE MANAGEMENT:
- Facilitate internal transfers, leaves of absence (maternity, long service leave- ), retirement and exit processes (including exit interviews for non-key positions) for employees in scope,
- Carry out the appraisal process to ensure timely delivery and 100% completion,
- Collate training requests in appraisals and liaise with L&D to provide adequate training. Support implementation of local training,
- Contribute to the Permanent Operational Control Plan and contribute to the reporting of all incidents according to the Incident Management System.
- Implement the PIP process as required for the relevant cases.
- Ensure confirmations are followed up on.
COMPENSATION:
- Participate in the annual Compensation Review Process (CRP)
- Contribute to data surveys as appropriate
- Ensure reporting on bid-backs and termination packages.
- Provides inputs for internal salary grids
- Manage the outbound expat process in coordination with the ExpatCOE
EMPLOYEE RELATIONS:
- Handle employment relations and performance management issues,
- Assist with communication initiatives to employees and managers.
COORDINATION WITHIN HR:
- Contribute to the flow of information within HR (bottom up and lateral)
INDUCTION AND ONBOARDING
- Ensures completion of joining formalities for new employees, processing of forms, reference checks
- Liaisons with HR Operations desk for payroll for new employees.
- Coordinates and teams up with L&D team to deliver on the On boarding presentations and programme.
HR GOVERNANCE
- Ensure all Personal files are upto date
- Ensure all reference checks are clear and liaise with respective employee/manager in case of non-compliance
- Follow up on absenteeism and disciplinary cases
- Ensure all exit clearances are in place
- Follow up and implementation of any specific compliance, statutory or legal requirements (for eg Annual PCC, gratuity nomination)
HR OPERATIONS
- Coordinate with recruitment desk, Payroll, leaves helpdesk for smooth delivery with regard to payroll information like shift allowance, exits, new joiners etc
- Manage exit interviews and attrition analysis and the entire exit process
HR POLICIES COMMUNICATION & EDUCATION AND EMPLOYEE FEEDBACK
- Supports senior HR manager in Identifying, developing and utilizing different channels of communication to educate employees to ensure comprehensive awareness and understanding of HR Policies and Procedures.
- Establishes means of gathering employee feedback to understand employee's issues and concerns, and impact and acceptability of HR Policies.
HR PROJECTS
- Initiates or Delivers on Delegated HR Projects as required
REQUIRED COMPETENCIES/BEHAVIORS:
- Understanding of local labor law
- Understanding of HR processes and procedures
- Understanding of business or function
- Communication skills
- Analytical skills, ability to assess people and situations with objectivity
- Ability to plan, prioritize, and deliver
- Accuracy (with numbers)
- Strong sense of confidentiality and ethics
- Client focus
- Active listening
- Ability to conduct change management
- Ability to influence
- Excel Skills
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