Team Member - HR Operations- Mumbai

Job Context
Key Facets
Business growth and expansion have led to the creation of a geographically distributed employee base
HR presence is seen as a key organizational need in order to
Enhance employee experience and engagement levels
Act as a partner to business
Ensure uniformity of employees’ HR process experience
Identify and flag off potential employee concerns and issues in a timely and proactive manner
Enable a consistent organizational culture
Reduce decision time on employee queries and grievances
Key Challenges
To manage stakeholder expectations on various HR deliverables such as
Employee Queries on payroll, benefits, and rewards
Recruitment TATs
o To keep abreast with process changes and roll outs by the Corporate teams and ensure uniform coverage within the assigned function
o To identify potential employee risk situations and flag off in a timely manner for necessary action or mitigation
o To provide business relevant employee inputs to leaders while also playing the role of an employee champion
o To drive adherence on HR policies across various geographically spread locations
Key Result Areas: Write the key results expected from the job and the supporting actions for each of these key result areas (For a majority of jobs typically there could be 4- 7 key result areas)- Maximum 10 KRAs can be updated
Key Result Areas (Max 1325 Characters)
Supporting Actions (Max 1325 Characters)
Employee
Engagement &
Employee
Relations
Administration
Works closely with the business to ensure maximum participation in the employee engagement surveys.
Evaluates results and identifies post survey actions
Design programs for areas which need improvement as reflected in engagement scores in conjunction with the Corporate EE team
Manage employee engagement programs, calendar events, business connects, leadership & HR connects/ town halls, R&R and HR communications for the assigned function
Participates in the design and implementation of various employee relations programs.
Conducts investigations independently on specific employee issues and brings them to closure in collaboration with relevant stakeholder and by following the appropriate procedures
Partners with COE and Compliance on sensitive or complex employee situations at the ground level that may have potentially broader risk exposure.
Works with line managers and employees to address all types of employee relations issues ensuring a balance in representing all parties’ interests
Performance
Management &
Total Rewards
Administration
Plans, manages and provides support to the Corporate Performance Management Team for the leadership review process and the strategic objectives therein. This includes both annual and mid-year processes which focus on performance management and talent development
Provides advice and counsel on performance management issues.
Partners with business leaders to address performance gaps and facilitates discussions or set up a process to take appropriate action.
Guides Managers on all aspects of performance management including feedback reviews and performance coaching.
Assists managers in utilizing Corporate driven rewards programs to motivate and recognize teams for their contribution.
Partners in the Functional roll out and implementation of the Annual Performance and Pay cycle programs by providing managerial education & consultation on specific situations and program tool support
Provides compensation support including salary planning, approval of salary actions, promotions and job re-leveling
Talent Acquisition,
on-boarding &
Induction Operations
Partners in selection process of lateral hires for Lines of Business by carrying out HR interviews
Supports the Corporate TA team on Campus Recruitments
Extends On-boarding & induction support for new joiners in conjunction with the Corporate TA team
Identifies recruitment vendor partners for the Function and supports the sourcing of profiles for Function positions
Facilitates interview and candidate assessment processes
Facilitates pre-joining candidate engagement for prospective hires as per process guidelines
Manage Induction on new joinees
L&D and Talent
Management
Operations
Conducts/ Facilitates specific training interventions related to Communication, HR Process updates, HR policy refreshers, Soft Skills and Team Management etc.
Partner with managers to retain, develop and motivate people to achieve their fullest potential.
Partners with business and the Corporate HR team on workforce planning, succession planning, and skills assessment
Assesses the Line of business’s HR training needs and conducts one on one counseling sessions or facilitates group training sessions as appropriate
Provides inputs on competencies & development tools for managers and employees within the Zone.
Facilitates career management programs at a Zonal level in collaboration with business mangers
Works with the Corporate Talent Management team to identify Zonal Talent Pool and engage with them on a regular basis through various touch points
Provides indications of early warning on Talent Pool potential exits and works on mitigating the risk through various employee retention actions in consultation with the Corporate team and Business Managers
HR Operations
Supports effective documentation at the zone of all important personnel documentation such as joining formalities, benefits related inputs, payroll inputs etc in a timely and accurate manner
Consults with the Corporate Payroll team to clarify employee concerns/ queries related to salaries and benefits administration
Supports roll out of and awareness building on employee benefits
HR Processes &
Policy Compliance
Implements, administers and interprets [ when required] corporate policies, programs or procedures
Ensures adherence to organizational and employee policies
Builds awareness about policy objectives and procedures
Supports managers in applying HR policies on moderate to high risk situations.
Escalates specific situations in a timely manner to Head- HR for immediate intervention and resolution as appropriate
Advices on policy revisions and / or creation from a Zonal perspective
Stakeholder
Management
Provides ongoing support to the Zone business leaders on human resources related matters, policies and procedures
Challenges business in specific instances on policy adherence and employee welfare concerns
Collaborates effectively with external stakeholders such as Labour officers, Auditors, Regulatory Inspectors and vendor partners in keeping with organization guidelines and objectives
Employee Feedback
& Exit Management
Creates forums and facilitate interactions between the employees & the Zone business leaders on a regular basis
Gathers informal feedback through relationship building and facilitates grievance management based on insightful feedback
Manages exit interviews and supports the business in analyzing the data
Identifies solutions to manage voluntary attrition
HR MIS, Audit
Requirements &
Reporting
Provides MIS inputs for key Organization wide HR Dashboards
Validates Headcount and other critical information metrics against actual representation for the Corporate HR reporting requirements
Generates analytics of data which can support business decisions (Talent pool lists/ Branch wise employee survey Scorecards/Attrition analysis etc)
Reviews and analyzes business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience
Extends all required support to HR audit exercise and takes appropriate action to address observations

Work arrangement
No