Manager - HR Business Partner/Recruitment/Talent Acquisition - IT

Roles & Responsibilities : 

Strategy & Planning : 

- Partner with the leadership to understand business environment and work priorities to develop and execute innovative solutions to address current associate management issues.

- Define review and feedback mechanism to ensure effective communication flows

- Define the crucial activities from a HR / BP standpoint to drive effective execution and the desired outcome

- Manage the execution and implementation of major Human Resources processes working with the team of HR representatives (e.g. annual and midyear promotions, annual and midyear performance management, compensation and salary administration)

Talent Acquisition - Recruitment and Selection :

- Effective partnering with business for understanding their hiring needs

- Defining strategies for effective recruitment and high performer talent on boarding

- Defining targets as per business requirement for both mass as well as niche level hiring

- Organize campus drives, employer branding in campus drives

HR Business Partner - Managing a client of 250 employees as HR Business Partner

Talent management: Managing all appraisals ( annual, biannual), Promotions, confirmations across the life cycle of employee

- Driving Goals for the year, Mid-Year Reviews and End Term Reviews for all employees, with the subsequent Increment Cycle.

- Compensation Analysis through Salary surveys and Salary fitment.

- Initiating performance improvement plans for low performers and action thereof

- Conducting Appraisal workshops for employee awareness

- Drive the policy awareness and ensure compliance across the organization. Being a SPOC for providing clarifications on policies as required.

Formulating policies and suggesting enhancements in existing policies :

- Competency management of the group in association with business

- Managing resignations and prompting forthcoming resignations based on one on one discussion, tracking exit interviews and conveying feedback to management.

- Succession planning, attrition analysis & retention strategies for top talents

- Grievance management: Grievance closure to 100% through necessary interventions

Talent Development & Talent Retention :

- Training & Development Need Analysis of Critical positions of the organization based on their functional and managerial competency assessment. Ensure completion on E-learning courses for all employees.

- Developing the training calendar with key stakeholders.

Employee engagement :

- One on one session with employees to understand their concerns. Share action plan with management based on the employee feedbacks.

- Handling employee grievances and responsible to close all incidents within an SLA of 30 days.

- Rewards & Recognition program to motivate employees.

- Knowledge sharing sessions and bring your best out sessions.

- Focal point for organizing cultural, literary and sports events and regular employee connect programs.

- Maintaining regular interaction with top performers & below average performers

- Organizing employee engagement activities like fun @ work, team bonding games, events, celebrations etc.

- Conducting employee engagement surveys

- Organizing wellness trainings & regular health check ups

HR Analytics, MIS, Program Management and Special Initiatives :

- Survey on salary benchmarking

- Employee satisfaction survey

- Employee Health Insurance

- Part of ISMS internal audit team