Strategy & Planning
To 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 within the team to ensure effective communication flows
Coach leadership on the HR aspects of key business strategies, issues and decisions.
To be able to define the crucial activities from a HR / BP standpoint to drive effective execution and the desired outcome
To be a catalyst to drive HR strategy to enable the organization to be one of the premier associate experience providers.
Performance Management and Professional Development
To drive the philosophy for PMS as defined in the process
Manage the execution and implementation of major Human Resources processes working with the team of HR representatives (e.g. annual and midyear promotions, annual performance management, compensation and salary administration) according to geographic/entity guidelines.
Manage the performance management processes such that managers are coached upon effective feedback mechanism, timeline adherence and handling grievance issue along with the concerned manager on a case to case basis
Coach supervisors in the career development of all assigned associates by educating them on the career model and providing guidance on career plans/training plans based on individual goals and the goals of the group and/or geography.
Associate Relations and Associate Transitions
Serve as an escalation point for complex associate relations issues and provide guidance and intervention, as needed to resolve associate grievances.
Coach and advise HR representatives on HR policy and ensure compliance to the companys policies.
To ensure that the sensitive issues are handled effectively and are brought to a logical conclusion with constant communication to relevant stakeholders
Resource planning (if applicable)
Ensure team is maintaining personnel information in all appropriate systems; monitor actual headcount, new hires, attrition vs. plan; report on capacity, chargeability, and availability; analyze trends and make recommendations and follow through with actions.
Collaborate with Talent Acquisition teams and colleagues in other entities to ensure plans and targets are being achieved.
Manage headcount plans to drive promotions, transfers, and attrition (both managed and un-managed) decisions. Oversee HR teams execution of these transitions.
To consult with the mangers on effective resource utilization
Work with leadership and Finance to develop and monitor personnel development budgets including training spend and community spend.
Drive the policy awareness and ensure compliance across the organization. Being a SPOC for providing clarifications on policies as required.
Address management requests for analysis on key performance indicators relating to people issues (e.g. retention, billable heads, leaves etc.).
Partner with the L&LD team to assess skill gaps with leadership, execute plans for skill development areas and support HR Representative Generalists in identification of people to attend training.
To drive the engagement programs as and when defined/rolled out by the HRBP team
Keeping the team apprised of best practices and knowledge. Enabling the team to be apprised of human resources industry trends/market benchmarks.
Manage associate satisfaction programs to improve morale and retention. Promote an environment that encourages employee growth. Review results of People Surveys and work with leadership to affect change. Oversee customer Community meetings/activities.
To engage with the teams on a regular basis to review progress and updates
To groom team members to perform at higher levels of expertise
To build synergies among different functions of HR and across locations
To build ways to foster knowledge sharing with the team