Manager - Human Resources - IT

Credible activist: A sound HR professional with credibility in the business, with good stakeholder relationships and who get things done

Strategic positioner: One who understands the global business context and builds the relevant HR capabilities around that

Change champion: One who can help build the organization's capacity to change and to sustain change

Innovator and integrator: Has the ability to innovate and integrate HR practices around critical business issues

Attrition Management:

- Design and deploy strategies for controlling attrition in lieu of the market trends through tactical thinking

Talent Management:

- Enduring high performing teams: review BQMs and weed out non-performers

- Talent Movement & Job Rotation: every employee to be at least 2 roles competent

- Track the progress of Front Line Managers (FLM) engagement with their staff: HR intervention through FLM Coaching framework

- Succession planning: design and deployment of strategies exercising existing assessment centers, LA training workshops, etc.

- Create a skill-directory for each LOB for effective expansion and venturing new businesses smoothly

- To review progress of the top talent for their verticals each month

Employee Engagement:

- Improve the existing R&R framework (a thought through action plan)

- Communication of goal-settings with employees through one-on-ones so that each employee knows his/her KRAs for the year

Learning & Development:

- To align learning strategy with business goals and provide relevant ROI

Qualifications - MBA