Maersk Line - HR Engagement Partner

Key Responsibilities

Nature & Scope:

The incumbent will be responsible for the following HR processes for Maersk Global Service Centres (GSC)

- Employee Engagement

- Talent Management

- Performance Management Systems

- Learning & Development

- Rewards & Recognition

- Recruitment & Selection for critical positions

- Supporting HR transformation & Developing dashboard for Key People Practices

Responsible for 500+ employees, reporting to General Manager-HR

Create customized interventions to generate & maintain high levels of Employee

- Engagement across different processes through

- Periodic meetings with Business Heads & key stake-holders.

- Plan & implement interventions as an outcome of the Employee Engagement Survey.

- Plan & execute function-specific Engagement schedules.

- Address employee concerns and ensure closure within the agreed timeline.

- Support business for all employee engagement events and ensure maximum participation.

- Make sure Attrition below reasonable ratio and provide regular analysis of attrition /resignation.

- Understand Business and work closely for/with site business leads to help achieve business goals

Talent Management

- Drive and own half-yearly talent pipeline review and top talent development.

- Develop and implement succession plans for key positions/roles.

- Enhance leadership pipeline in different leadership levels to make sure leaders' competencies can support business needs

- Conduct regular connects on key talent retention, internal movement, progress on PDPs for high potential talent.

- Manage redeployment pool, Span of control, Overtime Management and org restructuring

Drive the Performance Management process end-to-end through

- Facilitating cascading of Key Performance Indicators & function Objectives

- Coaching managers on usage of tools & methods of conducting appraisal reviews

- Periodic audits & reviews of process effectiveness

- Drive continuous performance management by identifying Top & Bottom performers and follow up with Low performer - Performance Improvement Plan

- Provide regular analysis of overall continuous performance management for the entire process

- Involve and improve business performance from HR perspective

Developing talent as per organizational capability to align with our overall strategy by

- Ensuring relevant training programs for talent.

- Ownership for Individual & Group Development Plans.

- Making sure learning program process adhere to timeline & schedule.

- Creating and discussing the nominations, actual vs target nominations, challenges,no shows etc.

- Make sure top talent can have efficient training resources as per business needs.

- Involve in learning programs-be coach/facilitator.

- Implement role/position based learning plans.

- Give feedback to L&D team on the learning effectiveness, reduce no show ratio.

- Creating a fair and transparent Rewards and Recognition culture by

- Encouraging regular nominations.

- Assessing the citations for nominees so as to maintain fairness.

- Provide regular analysis to leaders on the global utilization %, trends, challenges etc.for the entire process.

- Tracking the actual nomination vs target nomination.

- Facilitating regular Rewards & Recognition ceremonies.

Play a key role in placing right people at right place by

- Participating in the hiring of critical positions.

- Ensuring cultural fitment of talent as per cultural amplifiers.

- Working with the Recruitment and C&B team for right pay fitment of talent.

- Working closely with business for talent mobility within and outside the process.

Supporting HR transformation & Developing Dashboard for Key People Practices through

- Interfaces with site HR teams to create data templates & ensure field accuracy

- Ensure the smooth transition to new HR delivery model, and enable leaders to use new tools & methods

- Support employees on personnel issues

- Develop dashboard on key People Practices such as Employee Attrition/Resignation,Key Talent Retention, Internal Job Mobility, Rewards.

Who we are looking for:

- The ideal candidate should have 5-6 years of relevant experience operating as an HR

- Business Partner/Generalist handling 500 + employees, after a full-time HR Post-Graduate course

Skills:

- Broad HR Knowledge with experience in applications of HR principles to MNC settings

- Exceptional interpersonal and communication skills - customer service orientation

- Proven in excellent delivery -passionate with a high drive and closure orientation

- Outgoing personality high on learning mindset & comfortable with ambiguity

Education:

- MBA from reputed institutes